Gallup’s 2024 State of the Global Workplace report revealed a sobering truth: global employee engagement has declined to 21%, with managers experiencing the sharpest drop. This marks only the second time in 12 years that engagement has fallen—an indicator that demands attention from leaders and HR professionals alike.
Low engagement doesn’t just signal a morale issue. It’s directly tied to productivity, retention, and business performance. At a time when organizations are already navigating economic pressures, talent shortages, and operational shifts, disengaged employees can silently erode your competitive edge.
Why the Drop — and Why It Matters
When managers—the very people responsible for driving culture and performance—feel disconnected, it impacts every layer of your organization. Burnout, unclear expectations, lack of development opportunities, and weakened communication are often the root causes.
From a strategic HR standpoint, it’s time to pause and ask:
-
Are we creating space for employees to connect beyond tasks and deadlines?
-
Are our managers equipped to inspire and lead effectively?
-
Are we aligning people strategies with our business growth plans?
The Case for Intentional Team Building
Team building isn’t a checkbox or a one-time event. It’s a strategic lever that can improve trust, communication, and motivation—especially when embedded into your overall culture and employee experience strategy.
When done well, team building:
-
Boosts morale and reinforces connection
-
Breaks down silos and encourages cross-functional collaboration
-
Builds trust between managers and teams
-
Enhances engagement by creating shared experiences that foster belonging
Strategic Tips for Impactful Team Building & Engagement
Here are a few practical ideas we recommend to clients seeking to re-engage their workforce:
1. Equip Your Managers
Engagement starts at the top. Provide leadership coaching, manager roundtables, or interim HR support to help them lead with clarity, empathy, and resilience.
2. Make Team Building Meaningful
Skip the cheesy icebreakers and invest in experiences that connect to your team’s values and communication styles. Whether it’s hands-on creativity (like our recent glass-blowing workshop!) or volunteering together, the goal is to build trust and shared identity.
3. Integrate Recognition
Employees need to feel seen. Layer in peer-to-peer shoutouts, personalized appreciation, and company-wide recognition initiatives to strengthen your culture of appreciation.
4. Listen, then Act
Engagement surveys are only valuable if you act on them. Collect feedback regularly, share what you’ve learned, and visibly respond with changes that show you’re listening.
5. Make Space for Connection
Don’t underestimate the value of informal connection. Encourage coffee chats, cross-team learning circles, or hybrid-friendly ways to stay socially connected.
Final Thought:
Employee engagement isn’t a trend—it’s a business imperative. If you’re feeling the effects of disengagement, especially at the leadership level, it’s time to reassess and realign your approach. At Evolve HR Group, we help businesses develop people-first strategies that support growth, retention, and results.
Want to talk team building, interim leadership, or engagement planning? We’re here to help.