Management engagement seems to be underneath stress, in response to new analysis from Kahoot’s 2025 Office Engagement Report. In keeping with their findings, solely 47% of leaders at present contemplate themselves “absolutely engaged” of their work, whereas 79% consider their groups nonetheless understand them as motivated and energetic.
The examine, which included greater than 200 HR and coaching managers from the U.S. and U.Okay., found troubling indicators for senior leaders within the face of latest office shifts. Greater than 25% have thought of stepping away from their positions up to now 12 months, and 46% say they’d quit their title if it meant regaining a way of engagement.
The price of disengagement: How falling motivation impacts the underside line
This decline in engagement isn’t a latest improvement; it has been brewing for fairly some time. Earlier this 12 months, Gallup launched analysis exhibiting that international worker engagement dipped by two share factors in 2024, costing the world economic system an estimated $438 billion in misplaced productiveness.
In keeping with Gallup, over the previous 12 years, engagement has fallen solely twice: in 2020 and once more final 12 months. Managers are feeling the largest influence. Their engagement slipped from 30% to 27%, whereas engagement amongst particular person contributors held regular at 18%. The decline was even sharper for sure teams: Managers underneath 35 noticed a five-point drop, and feminine managers skilled a seven-point lower.
From hybrid schedules to labor shortages and fast-moving tech, executives are juggling extra tasks with fewer individuals and larger expectations. About 34% report feeling burned out each day or weekly, whereas 22% say they’ve felt emotionally disconnected from their groups typically or all the time over the previous six months, in response to Kahoot.
Burnout on the rise: Why leaders are feeling stretched skinny
So what’s behind the burnout and disengagement? Kahoot’s findings level to a mixture of emotional exhaustion from making an attempt to encourage disengaged workers, the fixed churn of office change and ongoing financial uncertainty. Leaders additionally say they really feel invisible or undervalued by govt management, a sentiment that solely additional complicates paths to resolution.
With regards to day-to-day challenges, juggling engagement with an extended record of competing priorities, dealing with worker apathy and making an attempt to get Gen Z workforce members to persistently interact high the record. For a lot of leaders, it’s a high-stakes balancing act—one that may depart even probably the most skilled and motivated executives feeling stretched skinny.
The AI-driven office has introduced unprecedented pace and volatility to organizations worldwide. Groups may be restructured in a single day, automation can substitute complete departments and workers are more and more realizing that no function is resistant to disruption. The standard thought of profession safety has been changed by a brand new actuality: Survival within the trendy office calls for flexibility and fixed adaptation.
Recognition issues: Practically 7 in 10 leaders say it drives engagement
Fashionable leaders should encourage engagement and loyalty all whereas juggling heavier workloads, new applied sciences and groups which will really feel disoriented or anxious.
Leaders should ship outcomes rapidly and navigate dangers in actual time, even when the trail ahead is unsure. In a world the place organizations wrestle to maintain up with fast change, leaders are pressured to behave as each guides and anchors, providing route and reassurance even whereas navigating unprecedented uncertainty themselves.
In order for you your workforce to remain engaged and dedicated, recognition is the place to begin. Practically 7 in 10 leaders say that incentives and acknowledgment make the largest distinction in protecting individuals motivated. Past that, constructing stronger connections throughout the workforce (57%) and including just a little pleasant competitors or gamification (44%) can assist maintain power and focus excessive. Small gestures, like celebrating wins or creating playful challenges, go a good distance in making workers really feel seen and valued.
Greater than half say they’d be extra energized if their day included creativity, enjoyable or a little bit of power (58%). Alternatives to develop their abilities (52%), higher know-how to remain linked with their groups (48%) and open suggestions from senior executives (42%) additionally high the record. When leaders are supported in these methods, they’re higher geared up to encourage their groups, construct stronger relationships and create a office the place everybody feels invested within the work they’re doing.
When leaders really feel energized, supported and actually linked, they spark the identical hearth of their groups. Recognition, probabilities to develop, considerate suggestions and instruments that foster connection lay the groundwork for a office the place individuals really feel seen, valued and impressed to present their greatest each single day.
Leaders say what they want most goes past instruments or coaching although: They need to be heard. In survey responses, many highlighted that if they might change one factor immediately, it could be higher communication and recognition from senior management.
The trendy office could also be quick, unpredictable and excessive stakes, however leaders’ wants stay deeply human. Leaders and their groups want recognition, assist and clear communication to remain engaged and motivated. Assembly these elementary wants isn’t simply good observe; it’s a strategic crucial. Organizations that put money into their individuals create not solely stability however a workforce able to thriving amid uncertainty.
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