What Does Employee Engagement Mean in 2025?
Employee engagement isn’t about ping pong tables and pizza Fridays —it’s about connection, clarity, and commitment. In 2025, the stakes are higher than ever.
According to Gallup, only 23% of employees worldwide feel engaged at work—a number that's been stubbornly low for years. But here’s the silver lining: Engagement isn’t about big, expensive programs. It’s about consistent, intentional, and genuine leadership conversations.
So, let’s get real and talk about:
How do you spot disengagement before it turns into turnover?
What conversations spark true engagement?
What’s reasonable to expect from team members in this new era of work?
🔍 How to Identify a Disengaged Team
Here are some telltale signs:
Low Energy & Initiative: Team members only do the bare minimum.
Reduced Collaboration: They withdraw from team discussions.
Frequent Absences: Increased sick days or “quiet quitting.”
Lack of Curiosity: Fewer questions, less problem-solving.
👉 Tip: Pay attention to team dynamics during meetings and casual conversations. Disengagement often whispers before it shouts.
💬 Questions to Ask Your Team—ASAP
Whether in a team meeting or 1:1, engagement starts with real conversations. Here are some intentional questions to help you get started.
Team Questions:
“What’s one thing we could improve to make your day-to-day experience better?”
“Do you feel like your strengths are being used effectively here?”
“What’s one thing holding you back from feeling fully engaged?”
1:1 Questions:
“How do you feel about your workload and priorities right now?”
“What would make you feel more connected to our team’s goals?”
“What’s one thing you’d love more support with?”
👉 Tip: Ask and listen. Then act on what you hear—even if it’s a small step forward.
🚀 Why Engagement Matters More Than Ever
An engaged team isn’t just happier—it’s higher performing.
Increased Productivity: Engaged teams show 17% higher productivity.
Better Retention: They’re 87% less likely to leave their job.
Improved Culture: Engagement fuels trust, collaboration, and creativity.
👉 Tip: Engagement isn’t a “nice-to-have.” It’s a priority for leaders who want to create exceptional results within their organizations.
🎯 Reasonable Expectations for Teams in 2025
In the past, leaders have often set unrealistic expectations for their teams by demanding constant availability, celebrating overwork as a badge of honor, and expecting employees to navigate unclear priorities or shifting goals without adequate support. The future of work requires reasonable expectations—on both sides.
It's reasonable for leaders to expect:
Accountability for results.
Proactive communication when challenges arise.
A commitment to team goals and shared success.
It's reasonable for team members to expect:
Psychological safety and trust.
Clear communication of goals and expectations.
Support in balancing performance with well-being.
👉 Tip: Engagement is a two way street. In order for employees to be engaged in their work, their leaders must be engaged in their individual success and overall well-being.
💡 Your Next Small Brave Move:
Engagement isn’t solved in one meeting—it’s built one tough but meaningful talk at a time.
🗓️ This Week: Have at least one meaningful engagement-focused conversation.
📝 This Quarter: Audit your team’s engagement levels with honest, open feedback.
Let’s make 2025 the year we stop guessing about engagement—and start leading it.