5 Ways To Tackle A Lack Of Engagement In The Workplace

Forbes

3 days ago

Less than a quarter of employees globally are engaged at work
Last year the percentage of engaged employees globally fell to 21% from 23% in 2023, with manager engagement tumbling to 27% from 30%, according to the Gallup State of the Global Workplace: 2025 Report. What's more, this loss of engagement cost the world economy a staggering US$438 billion in lost productivity.
So, as work demands continue to mount, how can leaders ensure their teams are energized, motivated and committed to work? Here are five ways they can proactively tackle disengagement in the workplace:
1. Confront toxicity
One pressing barrier to workplace engagement is the persistence of toxicity. Toxic behaviors within teams include bullying and harassment, micromanagement, gossiping, inappropriate behavior, favoritism and outright discrimination.
'Many workers disengage simply because they don't feel respected or included,' says Faye Allen, a chartered quantity surveyor and author of Building Women. 'When people face exclusion, sexism and microaggressions, they often withdraw.'
Allen argues that by addressing toxicity at work – as well as cultivating diversity and inclusion – leaders can unlock collaboration and fresh ideas that might otherwise go untapped. 'Your commitment to inclusion fosters a workplace culture where individuals feel seen, valued, supported and empowered to contribute fully,' she says. 'Tackling disengagement starts with building safe, inclusive spaces where everyone has the opportunity to thrive.'
To address declining employee engagement, Dr Rich Stockdale, CEO of natural capital non-profit Oxygen Conservation and author of Scaling Conservation, advocates for radical transparency. This is an approach that promotes openness, honesty and full disclosure within an organization.
'If you want your team to feel genuinely engaged, you must provide them with all the necessary information and involve them in the decision-making process', Stockdale explains. 'For example, beginning the week with a highly structured and focused team meeting opens a forum to discuss key projects, business performance and all the issues and challenges for the week ahead.'
According to Stockdale, this kind of radical transparency not only builds trust but also a culture of continuous learning, both essential for sustained engagement. When mistakes are openly discussed and seen as opportunities, team members feel safer to participate and contribute ideas. Stockdale believes that radical transparency is an 'invitation for everyone to engage in thoughtful conversations, evaluate the potential consequences and seek innovative solutions, further deepening engagement.'
3. Use storytelling to communicate
'Communication skills are a vital component of a leader's engagement toolkit,' argues Elliot Kay, impactful communication specialist and co-founder of The Speaker Awards. He believes that to truly engage a team, leaders must move beyond simply describing the work and toward storytelling with authenticity.
'While the facts are crucial, it's the way that you communicate these that secures your team members' attention and commitment,' says Kay. 'The best communicators cut the fluff and are aligned with their core purpose. They explain the 'why' and demonstrate appreciation for their team's input and expertise because it is these elements that help people build a sense of connection with their work, their colleagues and the organization.'
It's essential that leaders adapt to the communication styles of others. For some, precise statistics will be engaging while others will be more interested in an inspiring story or example. 'An effective leader will understand how to tailor their communication style to a particular team or individual,' notes Kay. 'This extends to tone of voice and physical presence too.'
4. Align everyone around the shared goal
Ritavan, a technology entrepreneur and author of Data Impact, believes that leaders should use a military practice called Commander's Intent to boost engagement. 'It encourages leaders to clearly communicate their overarching goal, empowering and aligning their teams to act autonomously while maintaining accountability,' Ritavan explains.
Commander's Intent can be described as a clear description of what a successful mission will look like. It can enable employees to act intelligently, independently and with agility. When this approach is adopted, success is measured against achieving the mission's intent, not merely in terms of following instructions or a roadmap.
'Commander's Intent helps to ensure everyone involved knows their goal and the overall vision of how to achieve it,' says Ritavan. 'This allows people to assess the scope within which they can operate and the types and levels of risks that are acceptable. In turn, you can expect that team members know their work better, do their work better and collaborate better.'
5. Empower middle managers
According to Gallup, 70% of the variance in team engagement is determined solely by the manager. For this reason, Chris Spratling, founder of advisory business Chalkhill Blue and author of The Exit Roadmap, recommends investing in training and fostering autonomy to empower middle managers. 'If your managers are disengaged, their teams are too,' he observes.
Spratling believes that by investing in leadership development programs, mentoring and coaching, organizations can equip middle managers to take on greater responsibility. He explains: 'This not only distributes leadership more effectively throughout the business but also deepens managers' sense of ownership and connection to the company's mission.'
Empowered middle managers act as a vital bridge between senior leadership and frontline staff, according to Spratling. 'By sharing power across multiple layers of your organization, you decentralize control and create a ripple effect,' he says. 'Engaged managers lead more connected, motivated and high-performing teams, ultimately driving stronger business outcomes.'
The importance of tackling a lack of engagement in the workplace
Lack of engagement is a major workplace problem, as the Gallup research attests. That's why leaders should prioritize tackling it and focus as much as possible on getting their people back on board.