The Great Engagement Reboot: Building a Thriving Workforce for the Future

By Karrie Carlin,Andersen Alumnus and Erica North

Is your workforce disengaged? You're not alone. Employee engagement is a critical and complex factor in today's dynamic business landscape. This article dives into the concerning statistics on disengagement and its hefty price tag, while unveiling the immense potential that lies in fostering a positive employee experience. But this isn't just about lamenting the present; it's about charting a course for the future. We'll delve into the ever-evolving world of work, examining historical trends and using those insights to prepare for the exciting possibilities that lie ahead.

The Disengagement Crisis: A Drain on Businesses and People

Recent data from Gallup paints a stark picture: a mere 23% of global employees are truly engaged. The remaining workforce falls into two concerning categories: 59% are quietly quitting, doing the bare minimum to get by, and a further 18% are actively disengaged, potentially undermining company goals. This translates to a staggering cost – a whopping $8.8 trillion annually for the global economy (Gallup, 2022). This results in a multitude of problems for businesses, including knowledge drain as experienced employees leave, high training costs associated with constant turnover, impacts to overall culture, disrupted team dynamics that hinder productivity, and a decline in customer service. Furthermore, disengagement creates a negative reputation, making it difficult to attract top talent in the future (whether that negative reputation is known to a company or unknown). The impact on employees is equally concerning. A disengaged work environment breeds uncertainty, stress, and ultimately, a higher likelihood of them leaving the organization.

The Power of a Positive Employee Experience

The good news is that the opposite holds true. Organizations that prioritize employee experience and foster a culture of engagement reap significant rewards. Studies show that companies with highly engaged employees generate 2.5 times more revenue compared to their less-engaged counterparts (ADP, 2022). Profitability also increases by 23% (Gallup, 2022). Examples like Salesforce, a tech giant known for its positive and innovative work culture, showcase the power of engagement. By offering flexible work arrangements, investing heavily in employee development, and prioritizing social responsibility, Salesforce has achieved consistent employee satisfaction and continued financial growth. Engaged employees are not only more productive, but they also lead to 10% higher customer loyalty, 18% higher sales, and a 17% reduction in employee turnover (Gallup, 2022).

Learning from the Past to Build the Future of Work

To effectively prepare for the future of work, we must understand its past. The workplace has undergone a dramatic transformation over the decades. From the hierarchical structures and emphasis on job security in the 1950s to the rise of remote work, adaptability, and a focus on employee well-being in the 2020s, the way we work has continuously evolved. Understanding these historical trends allows us to anticipate future developments and build a workforce that's prepared to thrive in the future.

A Look Ahead: The Future Workforce

Predicting the future with certainty is impossible, but based on current trends, we can make some educated guesses about the future workforce. Here are the five key areas that will be critical for building a thriving workforce in the coming decade:

1. Lead with Purpose

Employees today crave more than just a paycheck. They want to feel connected to a larger purpose. Clearly define your company's social mission and integrate social responsibility initiatives into your core values. Actively involve employees in these efforts, allowing them to contribute their skills and passions to a cause they care about. This fosters a sense of fulfillment and deeper engagement with the work they do.

2. Foster a Culture of Continuous Learning

The skills needed for success are constantly evolving. Embrace a culture of continuous learning by offering a diverse range of learning opportunities: mentoring, coaching, peer groups, stretch assignments, online courses, workshops, job rotations, and conferences. It is also important to regularly assess your workforce's skill gaps and develop targeted development and training programs to address them. Furthermore, you can encourage a growth mindset by recognizing and rewarding employees who take initiative in acquiring new skills. This multi-pronged approach ensures our workforce remains well-equipped to navigate the evolving demands of the future.

3. Prioritize Flexibility and Autonomy

The future of work is all about agility! By offering flexible arrangements like remote work and compressed schedules, you cater to diverse needs while empowering employees with ownership over their work and results. We must move beyond the outdated practice of measuring success by hours spent at a desk . Instead, we can implement performance management systems that celebrate achievements and results . This shift from time-focused metrics to achievement-driven ones fosters accountability, engagement, and a high-performing, innovative team.

4. Embrace Human-Centered Technology

Let's harness the power of technology, not be ruled by it. The future belongs to human-centric solutions that empower our workforce and elevate the customer experience. Skip the tech-for-tech's- sake mentality and instead, involve your team! Task forces can brainstorm how technology best serves customers, fostering open communication about emerging advancements like human augmentation. By investing in skills like data analysis and critical thinking, we ensure our workforce complements, not competes with, technology.

5. Invest in Leadership Development

Great leaders cultivate great cultures. Find and build leaders who inspire, engage, lead with authenticity, and facilitate a purpose-driven culture. Invest in their development by honing critical leadership skills like authenticity, trust-building, and self-awareness. Empower them with self-directed learning resources, targeted development for high-potential leaders, and a robust succession plan for smooth transitions. Two-way communication is key. Regular employee feedback, through engagement assessments and 360-degree feedback, allows leaders to understand their teams and collaborate more effectively. This continuous learning loop benefits everyone – leaders, individuals, and the entire organization.

Fostering a positive employee experience isn't just a feel-good initiative, it's a strategic investment with measurable, positive outcomes for both companies and their people. By prioritizing continuous learning, flexible work models, human-centered tech, and leadership that inspires, we’re building future-ready teams. Engaged isn’t enough – let’s empower our teams to thrive in the dynamic world of work.

About the Authors: With 25 years of experience, Karrie Carlin, CEO of Performance Impacts and Empower Leadership Coaching , is an executive coach and strategy/leadership consultant, who helps businesses of all sizes excel by optimizing their human capital and organizational strategy. At Andersen, Karrie was in the Strategic, Organization and People practice and has partnered with clients from GM, H&R Block, Anthem Blue Cross Blue Shield, BJC Healthcare, Edward Jones to mid-size companies, family owned business, private equity clients, and non-profit organizations. Leveraging 15 years of HR and OD expertise across diverse industries, Erica North empowers businesses and leaders with customized talent solutions to drive success at every level.