Employee engagement isn’t simply a concern for workers; efforts must be made to engage leadership as well. Only 35 percent of managers are engaged at their jobs, according to Gallup’s State of the American Manager report, which surveyed 2,564 U.S. managers in September and October of 2013. This figure indicates that many companies are missing opportunities to develop their leadership teams. This lack of engagement at senior levels is problematic for a variety of reasons, including the “cascade effect,” a term used to describe the relationship that exists between employees' engagement and that of their managers. When a manager feels ambivalent, so does the employee. Additionally, good leaders are hard to come by. According to a global workforce leadership study, only 47 percent of HR leaders say they have adequate personnel to fill leadership roles, and only 36 percent of employees consider leadership to be strong in their organization. To reverse this trend, companies need to clearly communicate their vision, highlighting the strengths of the current workforce. Additionally, an atmosphere of learning and development should be nurtured, one where employees are actively preparing for their next role at the organization.