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Learn the causes of low employee engagement and actionable steps to boost morale, productivity, and retention in your workplace.
Employee engagement is a cornerstone of organizational success, driving productivity, innovation, retention, and a positive workplace culture. Yet, global engagement levels remain troublingly low—recent Gallup reports indicate only about 23% of employees worldwide are engaged at work, with similar or slightly higher numbers in the U.S. This disengagement has significant business consequences, including higher turnover, reduced productivity, diminished innovation, and negative impacts on customer satisfaction and profitability.
Low engagement is rarely the result of a single factor. Instead, it stems from a combination of interconnected issues:
Employees who feel their contributions go unnoticed or unappreciated quickly lose motivation. Consistent, meaningful recognition—both formal and informal—reinforces positive behaviors and makes employees feel valued.
Managers play a pivotal role in shaping the employee experience. Ineffective leadership, unclear expectations, inconsistent communication, and lack of authentic concern from managers are major drivers of disengagement.
Employees want to see a future within their organization. When career paths are unclear or development opportunities are scarce, employees may feel stagnant and disconnected.
The rise of remote and hybrid work, excessive workloads, and an “always-on” culture have blurred boundaries, increasing stress and burnout, which erode engagement.
Employees seek meaning in their work. A disconnect between personal values and the organization’s mission or ethical practices can diminish commitment.
Micromanagement and rigid processes stifle creativity and initiative. Employees who lack control over their work are less likely to feel invested in outcomes.
Negative environments—marked by exclusion, disrespect, or fear—undermine trust and collaboration. Employees who don’t feel safe to speak up or be themselves are unlikely to be engaged.
While not always the primary driver, unfair or uncompetitive pay and benefits can exacerbate disengagement, especially when combined with other issues.
Evolving work models, digital fatigue, and changing expectations around flexibility and support have added new complexities to maintaining engagement.
Low employee engagement is not just an HR issue—it’s a business crisis. Disengaged employees are more likely to leave, increasing recruitment and training costs. They are less productive, less innovative, and more likely to deliver poor customer experiences. According to Gallup, organizations with high engagement see up to 23% higher profitability and 18% higher productivity compared to those with low engagement.
Reversing low engagement requires a holistic, sustained approach:
Improving engagement is an ongoing process. Organizations should:
Addressing low employee engagement is both a challenge and an opportunity. By tackling root causes and committing to a culture of recognition, growth, and inclusion, organizations can reverse the trend and unlock the full potential of their workforce. The benefits—higher productivity, lower turnover, and a stronger employer brand—are well worth the investment.
Ready to transform your workplace? Schedule a demo with Assembly and discover how our platform can help you build a culture of recognition, engagement, and success.
The main causes include lack of recognition, poor management, limited growth opportunities, work-life imbalance, misalignment with company values, lack of autonomy, toxic culture, and inadequate compensation.
Low engagement leads to higher turnover, lower productivity, reduced innovation, and poor customer experiences, ultimately impacting profitability and growth.
Effective strategies include building a culture of recognition, investing in leadership development, offering career growth, promoting flexibility, aligning work with purpose, empowering employees, fostering inclusion, and ensuring fair compensation.
Companies can use pulse surveys, annual engagement surveys, feedback tools, and exit interviews to assess engagement levels and identify areas for improvement.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
