Gain Clarity on Engagement

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Employee engagement is a strategic imperative, and recent research shows which factors positively influence it. Gallagher's Talent Benchmarks research, part of its 2025 Workforce Trends Report Series, notes that the most common tactics to improve employee engagement are defining clear performance goals, communicating in a way that fosters trust and confidence, and supporting employees in developing and pursuing a career path.

Employee engagement is a strategic imperative, and recent research shows which factors positively influence it. Gallagher's Talent Benchmarks research, part of its 2025 Workforce Trends Report Series, notes that the most common tactics to improve employee engagement are defining clear performance goals, communicating in a way that fosters trust and confidence, and supporting employees in developing and pursuing a career path.

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The consulting firm's benchmarking work draws on responses from more than 4,000 organizations, offering a broad view of what separates high-engagement workplaces from the rest. Additional improvement strategies include giving timely and constructive feedback; providing staff recognition for superior performance; and connecting employees' efforts to positive impacts on strategy, mission, vision, or values.

The consulting firm's benchmarking work draws on responses from more than 4,000 organizations, offering a broad view of what separates high-engagement workplaces from the rest. Additional improvement strategies include giving timely and constructive feedback; providing staff recognition for superior performance; and connecting employees' efforts to positive impacts on strategy, mission, vision, or values.

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Gallagher found that although 58 percent of employers have conducted an employee engagement survey within the past two years, 15 percent have no intention of conducting one. Also, three out of five companies have a strategy in place to increase engagement, while one out of four employers plans to develop one within the next two years.

Gallagher found that although 58 percent of employers have conducted an employee engagement survey within the past two years, 15 percent have no intention of conducting one. Also, three out of five companies have a strategy in place to increase engagement, while one out of four employers plans to develop one within the next two years.

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Right Management's 2025 State of Careers report also examines engagement drivers and reveals that fit, which it defines as "alignment with their team and organizational culture," is the factor that most affects employee engagement. Likelihood of career success and opportunities for career advancement are also top influencers.

Right Management's 2025 State of Careers report also examines engagement drivers and reveals that fit, which it defines as "alignment with their team and organizational culture," is the factor that most affects employee engagement. Likelihood of career success and opportunities for career advancement are also top influencers.

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"An employee's daily experience of their organization's strategy and values ultimately shapes a key question: 'Do I see a future for myself here that aligns with where I want to take my career?'" asks Right Management's report.

"An employee's daily experience of their organization's strategy and values ultimately shapes a key question: 'Do I see a future for myself here that aligns with where I want to take my career?'" asks Right Management's report.

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The Talent Benchmarks research found that firms are stepping up attention to career well-being, which "measures the overall satisfaction and fulfillment an individual experiences in their professional life." Roughly one-third of organizations said that career well-being has increased in importance for them in 2025. According to the report, "generally, the greater the satisfaction, the greater the contributions the individual can make to the organization."

The Talent Benchmarks research found that firms are stepping up attention to career well-being, which "measures the overall satisfaction and fulfillment an individual experiences in their professional life." Roughly one-third of organizations said that career well-being has increased in importance for them in 2025. According to the report, "generally, the greater the satisfaction, the greater the contributions the individual can make to the organization."

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Those reports make it clear that development and career well-being keep employees producing, learning, and staying.

Those reports make it clear that development and career well-being keep employees producing, learning, and staying.