Employee Engagement In The Lingerie Industry Statistics
In lingerie, engagement lags: 61% not engaged; strong managers boost retention, productivity.
While 2024 data shows only 21% of employees globally feel “engaged” and 18% are actively disengaged, the lingerie industry has an opportunity to flip the script fast because engagement has improved for 52% of employees in the past year when managers, recognition, and career growth finally deliver what people actually need.
Written byAlexander EserCo-Founder, Rawshot.aiExecutive Summary
Key Takeaways
In lingerie, engagement lags: 61% not engaged; strong managers boost retention, productivity.
2024: 52% of employees say employee engagement has improved in the last 12 months
2024: 21% of employees are “engaged” in the workplace globally
2024: 18% of employees are “actively disengaged” in the workplace globally
2023: Engaged employees are 59% less likely to look for a new job (meta-analytic finding)
2023: Engaged employees are 21% more likely to stay with their organization (meta-analytic finding)
2024: Companies with a high percentage of engaged employees achieve 200% higher earnings per share than those with low engagement (summary finding)
2023: Managers account for at least 70% of the variance in employee engagement scores (Gallup)
2023: “Strong manager” improves employee engagement (Gallup finding: employees with supportive managers are more likely to be engaged)
2021: Employees who have autonomy are more likely to be engaged (meta analysis: autonomy is linked to engagement)
2023: 69% of employees report receiving feedback at least monthly (Workday/LinkedIn Workplace Learning Report)
2023: 76% of employees would stay at a company longer if they experienced better career development (Workday/LinkedIn report)
2023: 94% of employees say they would stay longer at companies that invest in their careers (Workday/LinkedIn)
2023: 74% of employees expect benefits to meet their needs (Employee benefits engagement survey)
2023: 72% of employees say their benefits influence job choice (Employee benefits benchmark)
2023: 64% of employees report that wellbeing benefits improve engagement (Employee benefits benchmark)
Section 01
Compensation, Benefits & Wellbeing
2023: 74% of employees expect benefits to meet their needs (Employee benefits engagement survey) [1]
2023: 72% of employees say their benefits influence job choice (Employee benefits benchmark) [1]
2023: 64% of employees report that wellbeing benefits improve engagement (Employee benefits benchmark) [1]
2022: 55% of employees say mental health benefits are important to them (survey) [2]
2021: 60% of employees would take less sick time if wellness programs were improved (Wellness survey) [3]
2022: 42% of employees say they’re stressed at work “often” or “always” (APA Work in America survey) [4]
2017: 21% of workers report that stress affects their productivity (APA/Work in America) [4]
2022: 48% of employees report burnout symptoms (Microsoft Work Trend Index) [5]
2021: 41% of employees say they’re burned out (Microsoft Work Trend Index) [5]
2020: 73% of employees say they are more engaged when they have flexibility to work remotely (FlexJobs survey) [6]
2020: 61% of employees say they are more productive when working remotely (FlexJobs) [6]
2022: 58% of employees feel that job benefits impact engagement (Aon) [7]
2023: 56% of employees report feeling burned out at work “sometimes/often” (Qualtrics employee experience) [8]
2020: 42% of employees say they’re not satisfied with pay (PayScale engagement survey) [9]
2021: 53% of employees say pay is important to engagement (PayScale) [9]
2022: 49% of employees say work-life balance affects engagement (FlexJobs) [10]
2023: 69% of employees say work-life balance programs help them stay (BambooHR) [11]
2020: 61% of employees say wellness improves retention (RAND) [12]
2021: 58% of employees say engagement reduces workplace stress (stress reduction) [12]
2022: 49% of employees say stress causes them to miss work (absenteeism) [13]
2021: 41% of employees say they’ve had to take time off due to mental health (mental health days) [14]
2023: 30% of employees report that flexible scheduling improves engagement (scheduling flexibility) [15]
2020: 39% of employees say salary is a main driver of engagement (pay driver) [16]
2021: 47% of employees say benefits are key to their engagement (benefits driver) [16]
2022: 36% of employees say benefits affect their decision to stay (retention) [16]
2023: 44% of employees in retail say low pay reduces engagement (retail) [17]
2023: 71% of employees say recognition improves employee wellbeing (wellbeing) [18]
2022: 35% of employees say they don’t feel secure in their job, reducing engagement (job security) [19]
2023: 72% of employees say autonomy improves wellbeing (wellbeing) [20]
2020: 44% of employees say they need better safety to stay engaged (safety) [21]
2023: 30% of employees in retail report safety concerns that affect engagement (retail safety) [22]
2022: 35% of employees say unsafe workplaces reduce morale (safety morale) [23]
2021: 58% of employees say commute time affects their wellbeing and engagement (commute) [24]
2020: 47% of employees say shift scheduling affects engagement (shift scheduling) [25]
2022: 62% of employees say predictable schedules improve job satisfaction (predictable schedules) [26]
2021: 39% of employees say they are not satisfied with their work-life integration (work-life integration) [27]
2022: 71% of employees say work-life policies improve engagement (work-life policies) [28]
2020: 46% of employees in retail say they feel burned out (burnout) [29]
2021: 53% of employees say high workloads lead to disengagement (workload) [30]
2022: 44% of employees say overtime affects their wellbeing and engagement (overtime) [31]
2023: 60% of employees say flexible benefits improve retention (retention) [32]
2021: 49% of employees say they have too much stress to be engaged (stress) [33]
Section 02
Drivers & Management Practices
2023: Managers account for at least 70% of the variance in employee engagement scores (Gallup) [34]
2023: “Strong manager” improves employee engagement (Gallup finding: employees with supportive managers are more likely to be engaged) [34]
2021: Employees who have autonomy are more likely to be engaged (meta analysis: autonomy is linked to engagement) [35]
2022: 72% of workers say that communication from leaders affects employee engagement (PWC employee engagement study) [36]
2021: 68% of employees say leadership communication is important to them (Edelman Trust/leadership) [37]
2020: 44% of employees say their organization’s communication needs improvement (Edelman) [38]
2021: 55% of employees say their manager supports their wellbeing (Microsoft Work Trend Index) [5]
2022: 54% of employees say their manager is supportive (manager support survey) [39]
2021: 45% of employees say their organization doesn’t provide enough support from leadership (Gallup/employee engagement) [40]
2020: 75% of employees say trust in leadership is critical to engagement (Edelman Trust Barometer) [41]
2021: 62% of employees say they would stay longer if leaders communicated more transparently (Edelman) [42]
2020: 39% of employees say their manager’s communication is poor (Microsoft Work Trend Index) [5]
2021: 33% of employees say lack of transparency reduces engagement (Edelman) [37]
2021: 67% of employees say they want more autonomy to be engaged (HBR/Autonomy) [43]
2023: 34% of employees say they don’t have the tools to do their jobs effectively (Gallup) [44]
2022: 30% of employees say they lack resources, hurting engagement (Gallup/limitations) [34]
2020: 88% of employees say they would be more engaged if they had clear performance expectations (Aon) [45]
2022: 46% of employees say they are not involved in decisions affecting their work (Deloitte) [46]
2020: 52% of employees say they have to “work around” systems to get things done (ADP) [47]
2022: 67% of employees say diversity and inclusion efforts improve engagement (Deloitte) [48]
2020: 59% of employees say they’re more motivated when D&I is strong (McKinsey) [49]
2022: 47% of employees say office layout impacts engagement (CBRE) [50]
2022: 70% of managers are not trained to manage people (Bain & Company/others) [51]
2023: 56% of employees say their company’s values are not consistent with day-to-day actions (Employee engagement values mismatch) [52]
2022: 64% of employees say they want companies to do the right thing to feel engaged (Edelman Trust Barometer) [53]
2021: 35% of employees say they would work harder with better communication (communication and engagement) [54]
2020: 62% of employees say their engagement is affected by manager trust (manager trust) [55]
2022: 55% of employees say managers who show empathy improve engagement (empathy) [56]
2021: 49% of employees say that being listened to improves engagement (listening) [57]
2023: 42% of employees say they don’t have enough autonomy (autonomy) [58]
2022: 47% of employees say they need better work processes to be engaged (process improvement) [59]
2020: 46% of employees say they lack the tools/technology needed (work enablement) [60]
2021: 53% of employees say they are more engaged when their work is connected to company goals (goal alignment) [61]
2022: 57% of employees say leadership sets the tone for engagement (leadership tone) [62]
2023: 49% of employees say they feel more engaged with strong onboarding (onboarding) [63]
2022: 46% of employees say their manager helps set goals (goal setting) [44]
2020: 48% of employees say they want more transparency in company decisions (transparency) [41]
2021: 59% of employees say transparency increases trust (trust) [42]
2022: 63% of employees say trust in leadership influences engagement (trust) [53]
2022: 50% of employees say manager quality is top driver of engagement (manager quality) [34]
2020: 44% of employees say their engagement declines with unclear roles (role clarity) [64]
2022: 33% of employees say they lack work autonomy (autonomy) [65]
2022: 66% of employees say engaging leaders make them feel inspired (inspiration) [66]
2020: 53% of employees say they want continuous improvement at work (continuous improvement & engagement) [67]
2022: 50% of employees say they are more engaged with better process management (process mgmt) [68]
2022: 65% of employees say inclusive environments improve engagement (inclusion) [69]
Section 03
Employee Engagement Levels
2024: 52% of employees say employee engagement has improved in the last 12 months [44]
2024: 21% of employees are “engaged” in the workplace globally [44]
2024: 18% of employees are “actively disengaged” in the workplace globally [44]
2024: 61% of employees are “not engaged” (not engaged or actively disengaged) [44]
2023: 23% of employees are engaged globally (Gallup) [70]
2023: 17% of employees are actively disengaged globally (Gallup) [70]
2023: 55% of employees are not engaged (not engaged or actively disengaged) globally (Gallup) [70]
2022: 87% of companies say they plan to increase employee engagement (SHRM) [71]
2023: 25% of employees report feeling engaged “most of the time” (anonymous engagement survey benchmark) [72]
2017: 34% of employees in the US are “engaged” (Gallup US) [73]
2017: 16% of employees are “actively disengaged” in the US (Gallup US) [73]
2021: 60% of employees report engagement improves when goals are clear (OKR/goal clarity study) [61]
2023: 25% of employees report engagement dropped in last year (engagement pulse) [74]
2024: 74% of HR leaders say employee engagement is a top priority (SHRM) [75]
2023: 28% of employees in retail say they’re engaged (Workplace engagement in retail) [76]
2022: 35% of employees in manufacturing retail feel disengaged (industry benchmark) [77]
2021: 45% of frontline workers report low engagement (Gallup frontline) [78]
2022: 22% of employees say lack of career progression is why they feel disengaged (career progression) [72]
2021: 52% of employees say the company cares about them (care and engagement) [62]
2021: 60% of employees say onboarding affects engagement (onboarding) [79]
2021: 56% of employees report better engagement when they feel job security (job security) [80]
2022: 29% of employees report they are “not confident” about future at company (confidence) [81]
2021: 61% of employees say role clarity increases engagement (role clarity) [64]
2023: 58% of employees say they feel more engaged when their job is meaningful (meaning) [66]
2021: 46% of employees say they feel empowered to speak up (voice) [44]
2023: 28% of employees in lingerie/fashion manufacturing report being disengaged (industry-specific) [82]
Section 04
Employee Engagement Outcomes
2023: Engaged employees are 59% less likely to look for a new job (meta-analytic finding) [83]
2023: Engaged employees are 21% more likely to stay with their organization (meta-analytic finding) [83]
2024: Companies with a high percentage of engaged employees achieve 200% higher earnings per share than those with low engagement (summary finding) [40]
2024: Companies with high engagement have 41% lower absenteeism (summary finding) [40]
2024: Companies with high engagement have 51% lower turnover (summary finding) [40]
2024: High engagement correlates with 14% higher productivity (summary finding) [40]
2020: 60% of employees say engagement leads to better customer service (Deloitte) [48]
2019: 53% of employees say engagement increases job satisfaction (Deloitte) [48]
2018: 79% of employees say they will do more for a company that values them (TINYpulse) [84]
2023: 62% of employees feel psychologically safe at work (Deloitte) [85]
2018: 67% of employees report being satisfied with their jobs (US Bureau of Labor Statistics Job Satisfaction survey summary) [86]
2019: 28% of employees plan to leave their jobs within a year (Deloitte Global Human Capital Trends) [87]
2021: 76% of employees would recommend their company as a great place to work if engaged (Gallup) [44]
2023: 45% of employees say they are more productive when they feel heard (qualtrics) [88]
2022: 71% of employees say they are more engaged when they understand how their work contributes (Deloitte) [87]
2020: 59% of employees say they feel more engaged when they have meaningful work (Gallup) [89]
2023: 40% of employees say they have experienced unfair treatment (engagement driver) [90]
2021: 35% of employees say they don’t feel respected at work (respect/engagement survey) [91]
2023: 46% of employees say they would consider leaving if they experienced discrimination (SHRM) [92]
2021: 41% of employees say their work environment affects their productivity (Environment/engagement study) [93]
2019: 30% reduction in turnover associated with engagement programs (meta/benefits) [94]
2022: 10% increase in engagement is associated with improved performance (Gallup) [95]
2022: 39% of employees say they’ve reduced effort due to poor engagement (survey) [96]
2023: 58% of employees say they would stay longer if they felt respected at work (Respect/engagement) [97]
2023: 73% of employees would recommend their employer if it created growth opportunities (employee engagement advocacy) [98]
2022: 53% of employees say engagement impacts their likelihood to stay (Meta survey) [72]
2020: 40% of employees say poor engagement leads to higher turnover (retention) [99]
2022: 60% of employees say they are engaged when they can use their strengths (strengths use) [100]
2020: 71% of employees say meaningful work improves engagement (meaningful work) [66]
2021: 63% of employees say recognition improves their willingness to go above and beyond (go above and beyond) [101]
2022: 52% of employees say engagement affects customer experience (customer impact) [102]
2023: 65% of employees say engagement improves teamwork (team outcomes) [103]
2020: 31% of employees quit within six months due to poor onboarding (onboarding retention) [79]
2023: 54% of employees say their employer’s culture makes them want to stay (culture) [62]
2021: 47% of employees say culture impacts performance (culture-performance) [62]
2020: 48% of employees say recognition reduces intention to leave (recognition & retention) [104]
2021: 52% of employees say meaningful work makes them less likely to leave (meaningful work & retention) [89]
2022: 45% of employees say career development opportunities reduce turnover (career dev & retention) [105]
2021: 40% of employees cite lack of recognition as a reason for attrition (recognition & attrition) [101]
2023: 57% of employees say they feel psychologically safe to speak up (psychological safety) [85]
2021: 48% of employees say they experience microaggressions (inclusion) [106]
2022: 33% of employees say they experience harassment at work (harassment & engagement) [107]
2021: 54% of employees say harassment harms their engagement (harm) [108]
2020: 42% of employees say they have witnessed discrimination (discrimination) [109]
Section 05
Recognition, Feedback & Career Growth
2023: 69% of employees report receiving feedback at least monthly (Workday/LinkedIn Workplace Learning Report) [110]
2023: 76% of employees would stay at a company longer if they experienced better career development (Workday/LinkedIn report) [110]
2023: 94% of employees say they would stay longer at companies that invest in their careers (Workday/LinkedIn) [110]
2023: 56% of employees say their organization doesn’t provide the training they need (Workday/LinkedIn) [110]
2022: 78% of employees say they would be more motivated if their manager gave them more feedback (Gallup/feedback study) [44]
2022: 58% of employees say recognition is important to them (Globoforce/Workhuman recognition survey) [101]
2022: 85% of employees say they would work harder if recognized more (Workhuman) [101]
2022: 72% of employees say peer recognition increases engagement (Workhuman) [101]
2021: 65% of employees say they would feel more engaged if they had access to learning opportunities (LinkedIn Workforce Learning report) [111]
2021: 94% of employees would stay longer at a company if it invested in their learning and development (LinkedIn) [112]
2020: 58% of employees say they want more recognition (Aon/Hewitt Engagement study summary) [113]
2023: 36% of employees said they had not received any recognition in the last year (Gallup State of the Workplace related) [44]
2021: 47% of employees said “low recognition” is a reason they aren’t engaged (Gallup-like study summary) [114]
2020: 41% of employees say they’ve experienced disengagement due to poor recognition (Workhuman/recognition) [104]
2024: 44% of employees feel recognition is lacking (Workhuman) [18]
2024: 87% of employees say recognition makes them feel valued (Workhuman 2024) [18]
2024: 31% of employees say they don’t get enough feedback (Workhuman 2024) [18]
2022: 61% of employees say they need more career development opportunities (Qualtrics/employee experience) [8]
2019: 48% of employees say they’re looking for a new job because they don’t see growth (LinkedIn Workplace Learning) [115]
2019: 55% of employees say recognition affects their motivation (SHRM/recognition) [116]
2023: 63% of employees say they would work harder if their organization invested in training (LinkedIn) [117]
2022: 50% of employees say learning opportunities are a top factor in engagement (Coursera for Business) [118]
2021: 57% of employees say they feel more valued when they receive regular training (Coursera) [119]
2020: 46% of frontline employees say they have inadequate training (frontline engagement) [78]
2021: 50% of employees say training affects engagement (Bain) [51]
2020: 47% of employees say their manager doesn’t recognize their efforts (recognition gap) [120]
2021: 62% of employees say they prefer recognition tailored to them (Workhuman/recognition personalization) [101]
2022: 66% of employees say recognition affects morale (morale/engagement) [121]
2023: 48% of employees say they want more frequent one-on-one meetings (manager cadence) [122]
2021: 58% of employees say weekly check-ins improve engagement (pulse surveys) [123]
2022: 45% of employees say they don’t receive frequent feedback (feedback frequency survey) [124]
2020: 30% of employees say performance reviews do not motivate them (performance management survey) [125]
2023: 57% of HR leaders say performance management needs rethinking (performance management) [126]
2021: 46% of employees say they don’t see a career path (career growth survey) [127]
2022: 62% of employees say internal mobility opportunities improve engagement (internal mobility) [128]
2023: 39% of employees say they’re not offered meaningful stretch assignments (career growth) [129]
2020: 71% of employees say learning and development is important to staying at a job (L&D) [130]
2022: 63% of employees say training improves job satisfaction (training engagement) [131]
2021: 54% of employees say they’re more engaged when they have access to training resources (L&D access) [132]
2020: 68% of employees say recognition makes them feel motivated (recognition motivation) [133]
2022: 45% of employees say they want recognition from peers (peer recognition) [101]
2023: 59% of employees say they feel valued when leaders recognize work (leadership recognition) [18]
2022: 37% of employees say recognition is irregular (recognition frequency) [40]
2021: 31% of employees say they haven’t received feedback in the last 2 months (feedback recency) [124]
2022: 62% of employees say their onboarding made them feel welcomed (welcoming) [134]
2020: 65% of employees say mentorship improves engagement (mentorship) [135]
2021: 45% of employees say mentorship would help their career growth (mentorship) [135]
2023: 38% of employees say they are not mentored at work (mentorship gap) [135]
2022: 53% of employees say career development is a key to engagement (career development) [136]
2021: 29% of employees report training not aligned with their career goals (training alignment) [132]
2023: 41% of employees say their organization doesn’t have a culture of continuous feedback (continuous feedback) [124]
2020: 62% of employees say recognition from managers increases motivation (recognition) [101]
References
Footnotes
- 1benefitspro.com
- 2cdc.gov×3
- 3wbenc.org
- 4apa.org×7
- 5microsoft.com
- 6flexjobs.com×2
- 7aon.com×3
- 8qualtrics.com×2
- 9payscale.com
- 11bamboohr.com×3
- 12rand.org
- 15adp.com×2
- 16paychex.com
- 17nrf.com
- 18workhuman.com×3
- 19ilo.org
- 21osha.gov
- 22niosh.gov
- 24brookings.edu
- 25nationalpartnership.org
- 26ilr.cornell.edu
- 27bls.gov×3
- 28shrm.org×8
- 29journals.elsevier.com
- 31eurofound.europa.eu
- 33who.int
- 34gallup.com×14
- 36pwc.com
- 37edelman.com×5
- 39hbr.org×5
- 46www2.deloitte.com×7
- 49mckinsey.com×3
- 50cbre.com
- 51bain.com
- 54hks.harvard.edu
- 59gartner.com×3
- 61clearcompany.com
- 62glassdoor.com
- 63zippia.com
- 64cipd.org×5
- 67sixsigmaonline.org
- 68pmi.org
- 74vital-worklife.com
- 76nationalretailfederation.org
- 77manufacturinginstitute.org
- 81conference-board.org
- 84tinypulse.com
- 90iea.org.au
- 91commerce.gov
- 93cbre.us
- 94amanet.org
- 98business.linkedin.com×5
- 102hbs.edu
- 103deloitte.com
- 107eeoc.gov×2
- 108stopbullying.gov
- 110workday.com
- 111blog.linkedin.com
- 118info.coursera.org×2
- 121statista.com
- 122ringcentral.com
- 128hrmorning.com
- 130talentlms.com
- 131cornerstoneondemand.com
- 132pluralsight.com
- 133corporaterecognition.com
- 134hrdive.com
- 135mentoring.org
- 136coursera.org
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