BY MEANINGSPHERE STAFF
The results of Gallup’s recent employee engagement survey revealed a notable shift in how younger Americans feel about their work.
In the United States, engagement numbers have sunk across the board. Currently, only 31% of U.S. employees are “actively engaged” in their work—down from 36% in 2020. This five-point decrease is notable as it is. But the data also shows that Gen Z and millennial workers have experienced an even steeper drop within that time: between eight and nine percentage points.
Here’s what that means in practice—and what individuals can do about it.
What engagement surveys can tell us (and what they can’t!)
Employee engagement surveys measure how involved and enthusiastic employees are about their work and workplace. They’re designed to give organizations insight into workforce morale and organizational health. Higher engagement numbers are associated with higher productivity, greater retention, fewer accidents, and better employee well-being overall, according to Gallup’s research.
But organizational surveys like this are diagnostic, not prescriptive. While they can highlight trends and gaps, such as unclear expectations or lack of development, they rarely offer guidance that individual employees can use to improve their well-being at work.
Turning the data into actionable steps
This is where MeaningSphere’s offerings, like the Worklife Fulfillment Indicator and Worklife Fulfillment Builder, prove critical. Since each person’s situation and worklife goals are unique, our tools guide structured reflection that can clarify your needs and strengthen your decision-making, so you can explore ways to take control.
While we can’t hand you the answers, we can help you identify which issues are currently impacting you, note which ones are highest priority, and empower you to develop those next steps for yourself.
Below are four core issues affecting employee engagement, according Gallup’s study. For each one, we share examples of the type of actionable next steps you might decide to take after going through our learning experiences. While our exercises often focus on the individual, the point is not to shift responsibility away from companies or organizations. Rather, the goal is to illuminate the areas in which individuals may have more agency to shape their wellbeing than they previously thought.
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1. Clarity around roles and expectations
The problem: Gallup’s findings showed a significant drop in the number of employees who say they know what’s expected of them at work. Less than a third of people in leadership positions said they “strongly agree” that they have a clear definition of excellence in their workplace. Among all other employees, that number was one in five.
Why it matters: It’s hard to deliver on expectations when we’re not sure what they are. We have a human need to create, achieve, and influence at work. When excellence isn’t well defined, our sense of accomplishment is diminished, and with it, our ability to express what we’re capable of.
Potential next steps:
- Request clear performance criteria and examples of excellence for your role. Ex. “What does success look like here?”
- Ask for regular one-on-one check-ins with your manager focused specifically on role expectations.
- Create your own success checklist aligned to team goals.
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2. Relationships at work
The problem: Younger employees are less likely to say they feel cared about at work.
Why it matters: Feeling cared about at work gives you a sense of belonging, improves team dynamics, and keeps burnout at bay.
Potential next steps:
- Build regular check-ins with peers and allies in your workplace. If you’re looking to spark connection without prying, check out our list of conversation-starters on our Resources page.
- Volunteer for cross-functional projects to widen your network and build new relationships.
- Lead by example, acknowledging others’ contributions specifically and publicly.
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3. Growth and development
The problem: Gen Z and millennial employees report experiencing fewer opportunities to learn and grow at work.
Why it matters: The ability to learn, grow, and achieve plays a crucial role in our professional wellbeing at work. Without it, we can feel stuck.
Potential next steps:
- Define your own development path. Identify skills you want to deepen and sketch out a plan to improve them.
- Seek out mentorship or sponsorship opportunities within your organization.
- Negotiate time and budget for courses and conferences tied to your growth.
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4. Communication
The problem: Gallup’s qualitative analysis shows employees want better communication about both organizational direction and personal development.
Why it matters: It doesn’t feel good to be left in the dark at work. Clear communication helps people understand the “why” behind organizational changes so individuals can feel connected to the direction of the company and understand how their personal development fits into that bigger picture.
Potential next steps:
- Ask questions that connect your need for feedback to your personal growth. Ex. “What skills should I be strengthening right now?”
- If leaders tend not to share information until it’s “final,” ask directly what’s still in motion on a given project or decision. Ex. “What’s still evolving here?”
- Create, or request, internal systems that make information easier to access so knowledge doesn’t become limited to a few “in the know.”
Reframing survey insights for your worklife
The next steps outlined above are only examples. Since every person’s needs, priorities, and individual work situation are different, our offerings won’t hand you a one-size-fits all action plan. Rather, they support you in clarifying your needs and priorities so that you can develop the next steps that will lead to real change in your worklife.
The bottom line is this: employee engagement numbers don’t have to be your destiny. They are merely data points alerting us to common issues that can leave people feeling stuck at work. Our resources and activities are designed to help individuals uncover deeper sources of meaning in their worklives, and gain new perspectives that support greater agency and wellbeing.
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Learn more and take action
Here’s a bit more about our offerings, and how they can support your wellbeing at work:
- The Worklife Fulfillment Indicator: Our free, two-minute check-in helps you quickly spot the gaps in your worklife fulfillment.
- The Worklife Fulfillment Builder: Grounded in decades of research on meaningful work, the Builder offers a deep dive into your core drivers or meaning in your working life.
- Additional resources: Our free downloadable activities and monthly blog offer ideas, structure, and inspiration to help you improve the quality of your worklife.
