Employee Engagement In The Watch Industry Statistics

Only 21% of employees strongly agree their workplace has a strong culture [1]

Employees who feel connected to their company are 3.9 times more likely to be engaged [2]

55% of employees say they have more motivation when they feel appreciated at work [3]

81% of employees report that they want recognition for good work [4]

In a meta-analysis, recognition improved performance with an effect size of 0.33 [5]

Employees who believe their opinions are taken seriously are 4.6x more likely to be engaged [6]

76% of employees say they would work more if their workplace recognized their efforts [7]

50% of employees want recognition more than money [8]

30% of employees are motivated by fairness and transparency (Edelman Trust) [9]

73% of employees say they are more productive when information flows openly [10]

48% of employees say they do not feel respected at work [11]

61% of employees say they would recommend their company if they felt their leaders communicated well [12]

84% of employees say they are more engaged when leaders communicate a clear vision [13]

79% of employees say recognition increases their engagement [14]

81% of employees say recognition helps them stay motivated [3]

30% of employees strongly agree their organization does a good job communicating company news [15]

47% of employees say internal communications are not effective (survey) [16]

73% of employees point to communication as important for engagement (survey) [17]

68% of employees say they feel more engaged when their organization communicates goals clearly [18]

72% of employees say they want to understand how their work connects to company goals [19]

46% of employees say they don’t feel heard [20]

57% of employees say psychological safety improves engagement (survey) [21]

Teams with high psychological safety are 3.5x more likely to be high-performing (Google study) [22]

32% of employees say they experience microaggressions at work (survey) [23]

67% of employees say diversity improves employee engagement (survey) [24]

73% of employees are more likely to engage when they see role models and fairness in leadership (survey) [25]

41% of employees say they are not comfortable speaking up with concerns [26]

14% of employees say they are highly satisfied with recognition programs (survey) [27]

67% of employees say they work for organizations with weak employer branding (survey) [28]

34% of employees say employer brand affects whether they apply for a job (survey) [29]

46% of employees say they are disengaged due to poor communication of priorities [30]

24% of employees say they are not recognized enough for good work (survey) [31]

26% of employees say their company does not provide timely recognition (survey) [32]

62% of employees say being listened to increases engagement [33]

Organizations in the top quartile for employee engagement have 21% greater profitability than those in the bottom quartile [34]

Employee engagement accounts for 10% of the variance in business unit performance [35]

Highly engaged teams are 21% more profitable [36]

Disengaged employees cost the U.S. $450-$550 billion annually [1]

Disengaged employees cost employers $1,967 per employee per year [37]

87% of employees are unlikely to stay with an employer where the culture doesn’t fit them [28]

85% of workers say benefits are important to engagement (National Survey) [38]

62% of employees say they value flexible work options [39]

70% of employees want flexible work [40]

Companies that use flexible work practices see higher engagement (survey) [41]

61% of employees say remote/hybrid work improves work-life balance and engagement [42]

20% of employees say they are not satisfied with their work-life balance [43]

33% of employees would consider leaving their jobs for better work-life balance [44]

39% of employees say benefits are essential to engagement (LinkedIn) [45]

74% of employees expect companies to act on engagement feedback [46]

50% of employees say engagement surveys do not lead to action [47]

62% of employees say they are engaged when feedback is frequent (survey) [33]

58% of employees would be more engaged if they saw progress on goals [48]

76% of HR leaders say improving employee engagement is a top priority [49]

55% of executives say employee engagement has worsened (survey) [50]

28% of organizations say employee engagement surveys are not effective (survey) [51]

70% of employees say they would recommend their company if they felt engaged (survey) [6]

33% of employees said they want training opportunities to improve engagement [52]

94% of employees would stay longer at a company that invests in their career [53]

Employees who receive training are 37% more likely to feel engaged [54]

87% of employees say that learning opportunities motivate them [55]

76% of employees say they are more likely to stay with their employer if it invests in their career development [56]

4 in 10 employees report not having access to the training they need [57]

58% of employees say career advancement is a key factor in engagement [58]

62% of employees say they are more engaged when they have opportunities to grow [59]

Employees who are empowered are 2.3 times more likely to be engaged [60]

33% of employees say they are disengaged due to lack of growth opportunities [61]

45% of employees say learning and development is a major driver of engagement (survey) [58]

60% of employees say they would stay longer if offered training (survey) [62]

38% of employees say they want mentorship programs to improve engagement [63]

53% of employees say they’re more engaged when they have clear growth paths (survey) [64]

47% of employees say they are not satisfied with career development [65]

86% of employees believe development opportunities are important (survey) [66]

76% of employees say learning contributes to their job satisfaction [67]

70% of variance in engagement scores is attributable to the manager [36]

Managers account for at least 70% of employee engagement outcomes [68]

Employees with strong manager relationships are 2x more likely to be engaged [69]

When employees have a best friend at work, engagement is higher (Gallup) [70]

Employees who do not receive feedback are more likely to be disengaged (Gallup) [71]

69% of employees say they would work harder if their manager praised them [72]

58% of employees have left a job because of poor leadership (Gallup/SHRM cited) [73]

40% of employees will leave within a year if they don’t get meaningful feedback [74]

41% of employees say their workplace does not allow them enough independence [75]

82% of employees say they want more autonomy [76]

Autonomy is significantly associated with engagement in workplace studies (meta-analytic correlation r≈0.27) [77]

84% of managers say they believe they have a positive impact on engagement (Meta-analysis summary) [78]

40% of employees want more frequent check-ins (Manager feedback cadence survey) [79]

1 in 2 employees do not think they receive useful performance feedback [80]

69% of employees say they would work harder if they were recognized (Deloitte) [81]

59% of employees want their manager to better communicate priorities [82]

48% of employees say their manager doesn't provide enough support [83]

45% of employees say they are not aligned on goals [84]

23% of employees say they are not involved in decisions that affect their work [85]

67% of employees say leadership sets the tone for engagement [86]

41% of employees say they would like more involvement in decision-making [87]

59% of employees say they are more engaged when there is a feedback system (survey) [88]

80% of employees say coaching improves performance (survey) [89]

44% of employees say coaching is lacking from their manager (survey) [90]

57% of employees say they would be more engaged if managers held regular one-on-ones (survey) [91]

31% of employees say their manager’s support is poor (survey) [92]

52% of employees say they would like more recognition from their direct manager (survey) [93]

75% of employees say they want managers to be more transparent (survey) [94]

71% of employees in the U.S. say they would work harder if their company took steps to engage them [36]

Organizations with highly engaged workforces experience 59% less turnover than organizations with low engagement [36]

Companies with strong recognition programs have 31% lower voluntary turnover [95]

57% of employees say they feel worn out by work [2]

Burnout is a major driver of engagement issues, with 23% of workers saying they experience burnout often or always [96]

61% of employees report feeling disconnected from their workplace [97]

The U.S. had 62% of employees not engaged in their jobs (2017 Gallup) [98]

2 in 3 employees are not engaged (Gallup global) [2]

18% of employees worldwide are engaged [2]

15% of employees are actively disengaged [2]

72% of employees say they are more likely to stay when they are recognized for their work [99]

45% of employees say they don’t have what they need to do their job effectively [100]

57% of employees feel that their work is meaningful [2]

People who believe their work has a purpose are 2.6x more likely to be engaged [101]

45% of employees say they lack a sense of purpose at work [102]

54% of employees say they can make a difference at work [103]

27% of workers believe they are overworked (Gallup Workplace) [96]

55% of employees say workload affects their engagement (workplace survey) [104]

66% of employees say their company is not doing enough to keep them engaged [105]

52% of employees expect their employer to take action on employee well-being [106]

63% of employees say mental health support would make them more likely to stay [107]

73% of employees said that if their employer offered mental health benefits they’d be more likely to work for it [108]

52% of employees feel that their organization does not provide the resources they need to succeed [92]

49% of employees say they lack clarity on job expectations [109]

60% of employees say they have the necessary tools and technology to do their jobs well [110]

34% of employees say their company’s HR processes are not easy to use (employee experience) [111]

56% of employees say they would leave if HR didn’t respond quickly (survey) [112]

62% of employees say they would leave if they perceived unfair treatment [113]

72% of employees say they would stay longer if they felt valued (survey) [114]

65% of employees report feeling valued when there is effective recognition [115]

58% of employees say they feel more engaged when their work is aligned with purpose (survey) [116]

38% of employees say they feel stressed at work due to unclear expectations (survey) [117]