Gallup: State of the Global Workplace 2025

Source: State of the Global Workplace

Global engagement is stagnating—and it’s costing more than we think. According to Gallup, just 21% of employees worldwide feel engaged at work. The consequences aren’t just emotional; they’re economic. Lost productivity linked to low engagement is estimated to cost the global economy up to US $438 billion annually. But underneath those numbers is a more human truth: millions of people feel stuck, unseen, and unsure of how their work connects to their inner voice or deeper values.

Managers, often seen as the linchpin of engagement, are also struggling. Their own engagement has dipped to 27%, which has a cascading effect on teams. When leaders lack clarity or feel disconnected from purpose, they can’t create environments that support growth, alignment, or trust. What emerges instead is a culture of quiet disengagement underscored by ambiguity, burnout, and misalignment.

And while some wellbeing metrics have recovered since the pandemic, emotional stress remains high. Employees in many regions still feel the squeeze of economic instability, role uncertainty, and performance pressure without enough support. For Work-Self, this is a signal, not just to companies, but to individuals: your inner clarity, your emotional energy, and your capacity to reset matter more than ever.

The report makes one thing clear: change won’t come from new perks or better communication strategies alone. It starts with reflection at every level of the system. When people understand their story, their needs, and their strengths, they bring more of themselves to work. That’s what Work-Self is here to unlock.

WORK-SELF Insights

1. Engagement starts with clarity

Insight: Only 21% of employees report high engagement. Disengagement costs the global economy $438 billion annually.

Our take: This is more than a management issue—it’s a matter of individuals losing their own spark. Work-Self empowers users to re-centre, reconnect with what matters, and bring genuine presence into their work.

2. Leaders shape culture and alignment

Insight: Manager engagement dropped to 27% and linked directly to team morale.

Our take: When managers lack clarity and alignment, teams feel adrift. By strengthening self-awareness and clarity at all levels, we help individuals and leaders build conditions for engagement.

3. Mental health and well-being are strategic

Insight: Stagnant engagement and wellbeing, despite prior gains, signal worsening employee mental strain.

Our take: Wellbeing isn’t a perk, it’s a foundational ingredient in human-centred career design. Tools that help users reflect, reset, and align promote long-term resilience and purpose.