Recent studies have revealed a concerning trend in workplace engagement, particularly among younger generations. According to Gallup’s latest findings, engagement levels have significantly dropped among millennials and Generation Z employees, with older millennials experiencing the most notable decline. In contrast, baby boomers show slightly better engagement rates, but the overall trend across generations points to a decrease. Specifically, engagement among older millennials has dropped from 39% to 32%, while younger millennials and Gen Z have seen a reduction from 40% to 35%, and Generation X’s engagement has decreased from 35% to 31%.
This shift in workplace engagement has raised alarms about employee retention, as younger employees show an increasing propensity to seek new job opportunities. Gallup’s chief scientist of workplace management and wellbeing, Jim Harter, highlights the growing likelihood of younger workers actively searching for new positions or keeping an eye on job openings.
Gallup evaluates employee engagement based on 12 key factors, including job satisfaction, recognition, support, and the sense of being valued. The data indicates that millennials and Gen Z are facing significant declines in several areas, such as feeling cared for at work, access to learning and growth opportunities, connection to the organization’s mission, engagement in progress discussions with managers, opportunities for development, and the sense that their opinions matter.
Experts in the field of talent management have been advising companies to rethink their engagement strategies to counter this downward trend. Strategies suggested include focusing on employees’ strengths and aspirations rather than traditional incentives like awards or free perks.
However, responses to the engagement crisis have been varied across organizations. A little over half report prioritizing employee satisfaction and emotional support, yet some analysts observe a move away from efforts to enhance the employee experience. Research firm Forrester has even predicted an upcoming “winter” for employee experiences, based on current employer practices observed in late 2023.
For companies looking to address these engagement challenges, Gallup recommends several strategies. These include articulating a clear and engaging vision of the company’s purpose and values, setting clear expectations for work arrangements, adapting management training for hybrid work environments, and aligning development opportunities with employees’ interests and career goals. This approach suggests that a focus on meaningful engagement and support can potentially reverse the trend of declining workplace engagement among younger employees.
