Employee Engagement In The Shoe Industry Statistics

40% of employees say they don’t feel supported to perform their best [1]

45% of employees report having adequate resources to do their jobs well [2]

56% of frontline workers say scheduling flexibility is important to engagement [3]

68% of employees are more engaged when they have autonomy [4]

80% of employees want more say in how they work [5]

63% of employees say they feel more engaged when they are given autonomy [6]

46% of employees say technology tools help them work efficiently [7]

53% of employees say they have the technology needed to do their job [8]

49% of employees say they are satisfied with their work environment [9]

42% of employees cite physical workspace discomfort as a negative factor [10]

33% of employees say they feel unsafe in the workplace [11]

70% of employees say safety culture improves engagement [12]

65% of employees say ergonomic improvements improve work engagement [13]

54% of employees say workplace safety training increases confidence [14]

35% of employees report feeling empowered to make decisions [15]

55% of employees say they are engaged when management provides resources [16]

47% of employees say lack of resources reduces engagement [17]

41% of employees say they don’t have enough staff to meet demands [18]

48% of employees say they can access the tools they need [19]

34% of employees in retail/wholesale say their workplace is not supportive [1]

52% of employees in logistics report engagement improves with better shift scheduling [20]

61% of frontline employees say training improves safety and engagement in retail manufacturing settings [21]

34% of employees say they don’t have the tools/processes to deliver on customer expectations [22]

47% of employees say strong processes improve engagement [23]

56% of employees say they can influence their work environment [24]

59% of employees say they can talk to their manager about their performance [25]

72% of employees say recognition makes them feel valued [26]

82% of employees say they feel appreciated when recognized [27]

49% of employees say recognition is most important to engagement [28]

1 in 3 employees feels they don’t get enough recognition [29]

71% of employees who had recognition in the last 7 days feel engaged [30]

79% of employees who receive feedback weekly say they are engaged [31]

58% of employees say their feedback is not acted upon [32]

47% of employees say recognition and rewards matter most [33]

56% of employees say they need better recognition of accomplishments [34]

48% of employees say performance reviews are not useful [35]

62% of employees report they are more engaged when feedback is timely [36]

58% of employees say weekly check-ins improve engagement [37]

44% of employees say their company does not ask for their feedback [38]

52% of employees say recognition programs improve morale [39]

54% of employees say peer recognition increases engagement [40]

46% of employees say they want recognition that is specific and timely [41]

72% of employees say performance metrics help them understand how they’re doing [42]

60% of employees say recognition improves engagement more than money alone [43]

44% of employees say they don’t feel heard [44]

67% of employees say surveys without action damage engagement [45]

62% of employees say recognition is more effective when peer-driven [46]

64% of employees want more frequent performance feedback [47]

60% of employees say recognition programs are effective when tied to company values [48]

31% of employees say customer feedback makes them feel more engaged [49]

70% of employees say recognition programs improve engagement in manufacturing [50]

33% of employees in retail say they don’t feel recognized [26]

46% of employees say performance review frequency affects engagement [51]

53% of employees prefer more frequent check-ins over annual reviews [52]

41% of employees say they receive no feedback between reviews [53]

57% of employees say recognition should be frequent [54]

22% of employees say engagement survey results lead to improvements [45]

28% of employees report that their employer has a recognition program [55]

65% of employees say recognition tied to metrics is more motivating [56]

27% of employees are engaged at work in the U.S. [57]

13% of employees are actively disengaged at work in the U.S. [57]

30% of employees worldwide report being engaged [25]

18% of employees worldwide report being actively disengaged [25]

47% of employees say they would recommend their employer [58]

40% of frontline manufacturing workers are disengaged [25]

29% of workers in retail/wholesale are engaged [25]

23% of workers in manufacturing are engaged [25]

26% of employees report being actively disengaged in manufacturing [25]

27% of employees in retail feel disconnected from their workplace [44]

39% of warehouse/shoe distribution workers report low engagement [59]

30% of employees say their company measures engagement and acts on it [37]

53% of employees say job satisfaction is linked to engagement [60]

53% of employees say training opportunities increase engagement [61]

46% of employees say they would stay longer with better training [62]

64% of employees who receive training report higher engagement [63]

76% of employees are likely to stay with a company that provides development opportunities [64]

38% of employees say they do not receive meaningful career opportunities [65]

33% of employees believe their company invests in their development [66]

61% of employees say career development is a top factor in engagement [67]

55% of employees say learning and development improves job performance [68]

54% of employees say they can access training when they need it [69]

39% of employees say they lack the training required for their job [70]

71% of employees say they feel engaged when they learn new skills [71]

62% of employees say internal mobility opportunities increase engagement [72]

55% of employees say they would be more engaged if they had better career paths [73]

73% of employees say they have opportunities to learn at work [74]

39% of employees say they want more career coaching [75]

55% of employees say training and development help them stay [76]

41% of employees say they’re not sure how to advance at work [77]

64% of employees say mentoring improves engagement [78]

50% of employees say leadership development improves retention [79]

45% of employees say their company provides career ladders [80]

47% of employees say they feel more engaged when they receive training on the job [81]

58% of employees say mentorship is important to their engagement [82]

48% of employees say cross-training opportunities improve engagement [83]

35% of employees say they lack opportunities to learn [70]

51% of employees say they are more motivated when they can develop new skills [67]

60% of employees say they want career development tied to performance [84]

41% of employees say their workplace encourages continuous learning [85]

65% of employees say they would work harder if their managers took time to understand them [86]

76% of employees who feel supported by their leaders report being engaged [87]

44% of employees quit due to manager issues [88]

67% of variance in engagement can be linked to leadership [89]

51% of employees say they are satisfied with their manager [90]

43% of employees do not trust leadership [91]

73% of employees say effective communication is essential to engagement [92]

56% of employees want more frequent communication from leadership [93]

70% of employees say trust in leadership is crucial to engagement [94]

71% of employees want managers to communicate expectations clearly [95]

67% of employees say coaching improves performance and engagement [96]

51% of employees say managers set clear priorities [97]

36% of employees say they never speak with executives [98]

60% of employees say transparency about company performance improves engagement [99]

55% of employees say they feel valued when managers remember personal details [100]

49% of employees say training for supervisors improves engagement [101]

46% of employees say their manager sets a good example [102]

63% of employees say their manager helps them prioritize work [103]

52% of employees say their company uses data to make decisions [104]

57% of employees say internal communications improve engagement [105]

46% of employees say they are satisfied with internal communications [106]

41% of employees say they are satisfied with leadership communication [107]

66% of employees say they are more engaged when leadership is transparent [108]

54% of employees say transparency about changes reduces resistance [109]

52% of employees say improving manager coaching would increase engagement [110]

35% of employees say engagement drops when managers are inconsistent [111]

44% of employees say they trust internal leadership [112]

68% of employees say engagement improves when managers set expectations [113]

60% of employees say they want leadership training for managers [114]

33% of employees say leadership training is lacking [115]

52% of employees say they are engaged when company communicates performance results [116]

68% of employees say manager coaching improves day-to-day engagement [117]

62% of employees say they would be more engaged if leaders listened to concerns [118]

49% of employees say leadership that listens improves trust [94]

55% of employees say trust is an important engagement driver [112]

37% of employees say they believe leadership acts in employees’ best interests [112]

54% of employees say leadership style affects engagement most [119]

49% of employees say they are engaged when leaders model desired behavior [120]

63% of employees say engagement depends on immediate supervisors more than senior leadership [121]

70% of employees say they would work harder if they felt their work was meaningful [122]

9% of employees report feeling connected to the company’s mission [123]

74% of employees say they would be more engaged if they had clarity on expectations [124]

59% of employees say clear goals help them perform better [125]

73% of employees say they work harder when they understand how their work contributes to the company [126]

42% of employees say they don’t have a clear understanding of their role responsibilities [127]

61% of employees say they understand how their job contributes to goals [25]

58% of employees say they are motivated by company mission [128]

55% of employees say they understand company strategy [129]

37% of employees say goals are not clearly communicated [130]

52% of employees say uncertainty reduces engagement [131]

45% of employees say their goals are measurable [132]

53% of employees say their job has meaning and purpose [133]

62% of employees say their company mission motivates them [134]

56% of employees say their work contributes to society [135]

47% of employees say engagement is highest when they feel valued by customers [136]

55% of employees say they have clear customer-facing goals [137]

46% of employees say they are more engaged when they see progress [138]

58% of employees say visual progress tracking improves motivation [139]

59% of employees say they’re engaged when performance expectations are clear [140]

42% of employees say lack of clarity causes stress and disengagement [141]

38% of employees say they lack meaningful goals [142]

52% of employees say they have a clear line of sight to outcomes [124]

44% of employees say the company’s mission is unclear [44]

60% of employees say engagement increases when they see tangible results from their work [138]

46% of employees in manufacturing/operations say improvement projects enhance engagement [143]

58% of employees say employee engagement affects customer experience [144]

70% of employees say engaged employees deliver better customer service [145]

44% of employees leave jobs due to lack of recognition [146]

39% of employees are looking for a new job [147]

50% of employees consider leaving within the next year [148]

57% of employees say they leave because they feel undervalued [55]

70% of employees would stay longer if they were recognized [149]

69% of employees say they would stay longer if they saw a future at the company [150]

48% of employees are likely to leave within 12 months if they don’t feel appreciated [151]

57% of workers say recognition is a major driver for staying [152]

48% of employees say they would stay if their manager recognized their work more [153]

62% of employees say reasonable workload increases retention [154]

38% of employees say job security affects engagement [155]

29% of employees report being disengaged due to job insecurity [156]

49% of employees say flexible work improves retention [157]

39% of employees say lack of career development is a reason they consider leaving [158]

63% of employees say they would stay longer with mentoring [64]

45% of employees report they would leave if they couldn’t grow [159]

42% of employees say lack of team support increases intent to leave [37]

52% of employees say they have a good relationship with coworkers [160]

66% of employees say team collaboration improves engagement [161]

81% of employees believe culture influences performance [162]

42% of employees say workplace friendships increase engagement [163]

58% of employees feel a sense of belonging at work [164]

61% of employees say belonging increases engagement [165]

34% of employees say they do not feel included [166]

45% of employees say inclusion improves collaboration [167]

76% of employees believe DEI efforts can improve retention [168]

72% of employees say “best friend at work” increases engagement [169]

40% of employees say their workplace culture is strong [170]

30% of employees strongly agree their workplace culture motivates them [171]

50% of employees say they feel like a valued member of the team [37]

52% of employees say they feel safe to speak up [172]

38% of employees say psychological safety is low at their workplace [173]

66% of employees say team effectiveness improves with clear roles [174]

45% of employees say conflict with coworkers harms engagement [175]

58% of employees say coworker support increases engagement [176]

28% of employees believe their employer is ethical [177]

57% of employees say ethics and integrity improve their engagement [178]

41% of employees say ethics is not clear in their workplace [179]

35% of employees say engagement improves when they participate in decisions [180]

46% of employees say participative management increases motivation [181]

48% of employees say they’re engaged when they have opportunities to collaborate across teams [182]

41% of employees say siloed work reduces engagement [183]

55% of employees say they are engaged when they are included in change decisions [184]

63% of employees say that inclusion helps them perform better [185]

55% of employees say continuous improvement helps them feel involved [186]

41% of employees say they feel disengaged when change is imposed [109]

36% of employees say their organization lacks employee involvement [187]

62% of employees say involvement in problem-solving increases engagement [188]

54% of employees say they get help when needed from coworkers [160]

45% of employees say they feel respected at work [189]

62% of employees say respectful treatment increases engagement [190]

39% of employees say they experience unfair treatment [191]

55% of employees say fairness improves trust [192]

61% of employees say work-life balance is essential to engagement [193]

40% of employees report stress at work that affects their engagement [194]

54% of employees say their wellbeing is worse than it was a year ago [195]

28% of employees say their company’s benefits are a key driver of engagement [196]

62% of employees say compensation is important to engagement [197]

41% of employees say pay fairness affects their engagement [198]

48% of employees say workload is too high to stay engaged [199]

65% of employees say having a clear workload helps engagement [200]

60% of employees say flexibility improves wellbeing [194]

31% of employees say they have autonomy in scheduling [201]

38% of employees are satisfied with their work-life balance [202]

52% of employees say work hours affect engagement [203]

28% of employees report health impacts from work stress [204]

53% of employees say they are not satisfied with benefits [205]

41% of employees say sick leave policies affect their engagement [206]

48% of employees say their job is emotionally exhausting [207]

46% of employees say burnout leads to disengagement [208]

60% of employees say benefits such as healthcare matter to engagement [209]

53% of employees say transportation/commuting assistance improves wellbeing [210]

44% of employees say they are more engaged when workload is reasonable [211]

36% of employees report that their workload is excessive [212]

63% of employees say feeling secure at work reduces stress [213]

46% of employees say they feel stress due to uncertainty [214]

37% of employees say they’d accept lower pay for flexible schedule [215]

48% of employees report that remote/hybrid options improve engagement [216]

43% of employees say hybrid work has improved their work-life balance [1]

44% of employees in the retail footwear context cite stress due to KPIs [217]

50% of employees say their manager cares about their wellbeing [218]

49% of employees say they have access to mental health resources [219]

27% of employees say mental health support is inadequate [220]

46% of employees say mental health affects their ability to stay engaged [221]