Although there has been concern about disengagement, we have some good news: employee engagement is on the rise! According to the Q4 2024 Employee Engagement Index Survey by Engage2Excel, engagement in the U.S. workforce has increased nearly five percentage points since 2022, reaching 68.3%, the highest level reported since 2018.

That’s a big win. But with this upward momentum comes a crucial question: how do we keep it going?

Engage2Excel outlines six macro drivers that consistently influence engagement across industries. These key factors offer organizations a blueprint for sustaining and strengthening engagement:

1. Recognition
   It’s no wonder that recognition is the top driver of engagement. A lack of recognition has been cited as a key reason employees leave their current company. When managers take time to recognize a job well done, employees feel valued not just by their leader but by the organization as a whole.
2. Career Growth
   Stagnation can be a major engagement killer. Employees who see a clear path for advancement – and believe in their future with the company – are far more likely to stay engaged. Offering opportunities for development, mentorship or internal mobility helps employees envision long-term success within your organization.
3. Leadership Communication
   Strong engagement requires trust, and trust is built through honest, two-way communication. When senior leadership shares updates transparently and makes space for feedback, employees feel more connected to the organization’s mission and confident in its direction. From all-hands meetings to internal newsletters, visibility and communication matter.
4. Meaningful Work
   Employees want to feel that their work matters. That doesn’t mean every task has to be groundbreaking – but when employees are given interesting assignments, ownership over their work and a chance to see results, they gain a sense of accomplishment and purpose that fuels engagement.
5. Team Connection
   People are more engaged when they feel they’re part of a team. A workplace culture built on collaboration, mutual respect and support fosters a stronger sense of belonging. Whether through project teams, social connections or day-to-day interactions, cooperative relationships at work play a major role in how connected employees feel.
6. Work-Life Support
   Employees bring their whole selves to work – and that includes personal responsibilities outside the office. Organizations that support work-life balance by offering flexibility, time off and understanding leadership send a clear message: we care about your wellbeing. That support can be a key differentiator in retaining and engaging talent.

Each of these drivers represents an experience that matters deeply to employees. From managers and team members to HR and senior leaders, engagement is a shared responsibility.

While the most effective strategies for boosting engagement will vary from organization to organization, these macro drivers provide a powerful foundation. Even without company-specific data, they offer a proven starting point for building a culture where employees feel seen, supported and excited about their future.

Learn more about how engagement is measured and explore the full research brief at Trendicators Research Brief: Employee Engagement Index Survey (2024).