State of the Global Workforce 2023

Methodology

• For the 2022 data, 122,416 global employees ere interviewed. With some exceptions, all samples are probability-based and nationally representative.

Key Findings

• 23% percent of the world’s employees were engaged at work in 2022, the highest level since Gallup began measuring global engagement in 2009, thanks to a rebound in engagement in South Asia
• Europe has the lowest regional percentage of engaged employees
• Gallup defines engagement as employees being “psychologically present to do their work”. To determine the percentage of engaged, not engaged and actively disengaged employees, Gallup uses a proprietary formula founded on extensive research about how the engagement elements, as measured by the Gallup Q12, relate to various workplace outcomes
• Gallup says that 70% of team engagement is attributable to the manager.
• Most workers (59%) are “quiet quitting” (not engaged, putting in minimal effort) or “loud quitting” (18% -actively disengaged)
• Employee stress remains at a record-high level of 44%
• 51% of currently employed workers said they are watching for or actively seeking a new job.
• Gallup calculates that engagement level matters much more on stress levels than work location, in fact 3.8 times more.
• What would you change about your workplace to make it better? 85% of quiet quitters made suggestions that grouped into 3 areas; Engagement/Culture (41%), Pay and Benefits (28%), Wellbeing (16%). Engagement and culture quotes included:

“I would like it if the managers were more approachable, and we could talk openly”

“For everyone to get recognized for their contributions”

“They should grant more autonomy in the work to stimulate everyone’s creativity”

“I would like to learn more things, but the work I do is quite repetitive”

“I just wish they respected me more”

“Giving everyone a fair chance in getting promoted”

“Clearer goals and stronger guidance”