Losers and winners in the global engagement decline

The 2025 State of the Global Workplace report by Gallup paints a concerning picture: employee engagement is faltering, particularly among managers, with ripple effects across productivity, wellbeing, and economic growth. The decline isn’t just a corporate problem—it’s a career crossroads. While some professionals are losing ground, others are poised to thrive by addressing these gaps. Here’s what the data reveals, what it means for your career, and how you can turn this crisis into an opportunity. 

What you need to know from the research

The research provides several pieces of insight and foresight on global trends in the workforce, which is particularly pertinent to HR teams, people managers, and also those striving to work in ways that offer better quality of life:

1. Managers Are Burning Out  

Global engagement dropped to 21% in 2024, matching the decline seen during the COVID-19 lockdowns. The sharpest fall was among managers (down 3 points to 27%), with young and female managers hit hardest.  

Why? Managers are caught between executive demands and employee expectations, often without adequate training. Only 44% of managers globally report receiving management training, and those without it are twice as likely to be actively disengaged.  

2. The Wellbeing Divide  

Life evaluations for managers plummeted, with older managers experiencing a 5-point drop and female managers a 7-point decline. Meanwhile, individual contributors saw slight improvements. High stress, anger, and loneliness are pervasive, particularly in the U.S., Canada, and Australia, which are regions where housing costs and inflation are major sources of stress for the working and middle income groups.  

3. The Productivity Cost  

Disengaged managers drag down teams, with 70% of team engagement tied to managerial performance. Gallup estimates that full global engagement could add $9.6 trillion to the global economy—equivalent to 9% of GDP.  

Losers in the Engagement Decline  

There are several groups who are most acutely losing out amongst these trends:

1. Untrained Managers  

Those thrust into leadership without coaching or support are drowning. Quotes from the report highlight managers struggling with understaffing, lack of resources, and fractured trust in leadership.  

2. Companies Ignoring Development  

Organizations that skimp on manager training face higher turnover, absenteeism, and lost productivity. The report notes that actively disengaged employees cost the global economy $438 billion in lost productivity last year alone.  

3. Employees in Toxic Cultures  

Teams with disengaged managers report higher stress, sadness, and loneliness. In regions like South Asia and Sub-Saharan Africa, where engagement is lowest, daily anger and sadness scores are among the highest globally.  

Potential Winners: Who Can Fix Employee Engagement?  

However, where there is crisis, there is opportunity. And several types of professional will find themselves with more valuable skills as organisations struggle.

1. The Coach-Like Leader  

Gallup’s data shows that managers trained in coaching techniques boost team engagement by up to 18% and their own performance by 20-28%. Professionals who invest in leadership development—whether through formal training or mentorship—will be invaluable.  

If you’re a manager therefore, seek out coaching training, or develop it further. If you’re an aspiring leader, position yourself as someone who can bridge the engagement gap.  

2. The Wellbeing Advocate  

With manager wellbeing in freefall, companies are desperate for solutions. Those who champion and lead mental health initiatives, flexible work policies, and manager support programs will stand out in their organisations and may well find a well of support.  

HR professionals, consultants, and even frontline employees who propose data-backed wellbeing strategies will be in higher demand.  

3. The AI-Enabled Engager  

AI is transforming work, but its biggest impact may be in reducing managerial burnout. Tools that automate administrative tasks free up managers to focus on people. Professionals who leverage AI to enhance—not replace—human connection will thrive.  

Tech-savvy leaders who integrate AI for productivity while preserving team cohesion will be critical.  

4. The High-Trust Culture Builder  

The report emphasizes that trust in leadership is eroding. Professionals who foster transparency, recognition, and psychological safety will differentiate themselves.  

Whether you’re a mid-level manager or an executive, prioritize trust-building—it’s the currency of the future workplace.  

Summary

The global engagement slump is a wake-up call, but it’s also a career accelerator for those who step up. The losers are those who ignore the trends; the winners will be the problem-solvers who re-engage teams, develop managers, and harness technology wisely.  

If you’re navigating this shifting landscape, there are opportunities for many forms of staff to become a part of the solution. For some, the answer could define their next career move, and certainly be an important part of career development planning.