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The world of work is navigating turbulent times. This time, it’s the managers who are bearing the brunt of the shockwaves. According to the latest Gallup 2025 report, managerial engagement has experienced a significant drop, dragging down overall team engagement with it. In 2024, only 21% of employees worldwide reported being engaged — a 2% decrease from the previous year. What’s behind this decline? Managers. Managerial engagement has fallen to 27%. "No other category of workers — male or female, young or old — has seen such a significant decline." The most affected groups? Young managers (-5% for those under 35) and female managers (-7%). No other professional category has suffered such a steep decline.
The impact of managers on engagement isn’t theoretical — it’s measurable. Managers alone account for 70% of the variance in team engagement. When they lose connection, so do their teams. This domino effect is evident in national data: the more disengaged the managers, the more disengaged the individual contributors. The consequences? Declining productivity, higher absenteeism, and rising turnover.
Behind these figures, Gallup highlights a series of transformative factors destabilizing the managerial role:
Managers are caught between executive demands and the human needs of their teams. This complex equation leads to burnout, due to lack of support or appropriate training.
Gallup doesn’t just describe the problem — the report suggests three concrete improvement strategies, backed by data.
1. Train all managers, even on the basics
Fewer than 50% of managers have received training to fully assume their role. Yet, the impact is clear:
Even basic access to essential management skills is therefore a powerful lever, still largely underutilized today.
2. Develop coaching skills
Training focused on coaching techniques boosts managerial engagement by up to +22%, and team engagement by +18%. Moreover, their overall performance increases by 20 to 28%.
3. Invest in continuous development to improve well-being
With training alone, managers’ well-being rises from 28% to 34%. Add active support for their growth, and this figure climbs to 50%. A high-impact HR investment.
Behind every struggling manager is a team at risk of disengagement. The Gallup 2025 report sends a clear message: strengthening managerial engagement is a systemic priority. This requires not more pressure, but more support, training, and attentive listening.
At eBloom, we believe the leadership of tomorrow is built through daily care: practical feedback, recognition, regular check-ins. Equipping managers with the right tools empowers them to be what they should always be: engagement drivers, not burnout buffers.
What if 2025 was the year we truly invested in our managers?
🚀 Discover How to Take Action with eBloom
Want to know where your managers really stand in terms of engagement, well-being, and support?
👉 Book your personalized demo and see how eBloom can become your ally in sustainably supporting your teams.
Sources : Gallup Report 2025
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