Employee engagement has reached a critical low in Germany. According to the latest Gallup Engagement Index Germany 2024, for the first time in history, the percentage of employees with a high level of emotional commitment has dropped into single digits, now at just 9%. At the same time, the number of employees with no emotional attachment to their jobs has also decreased slightly, leaving the overwhelming majority simply working to rule. This lack of connection not only affects individual performance but has serious implications for companies striving to retain talent and maintain productivity.
But why is engagement declining, and how can organizations reverse this trend? The findings from Gallup align with insights from Harvard Business Review’s 2019 article on the value of belonging at work. This research emphasizes that feeling connected to the workplace is a fundamental human need, directly linked to commitment, motivation, and performance.
A Workforce in Crisis: Why Engagement Is Declining
The Gallup report paints a picture of widespread disengagement driven by economic instability, organizational uncertainty, and leadership struggles:
Economic Uncertainty: A stagnant economy, high energy costs, and inflation are creating financial anxiety among employees. Companies are cutting jobs while simultaneously facing a skills shortage, adding to the volatility.
Shifting Workforce Dynamics: Despite an increasing unemployment rate (rising from 5.3% in 2022 to 6.0% in 2024), the demand for skilled workers remains high, leading to increased headhunting activities and a willingness among employees to switch employers.
Leadership Challenges: Although 60% of managers underwent leadership training last year, much of the leadership focus has been on preventing demotivation rather than actively fostering engagement. As a result, employees who were previously committed are now being overlooked, leading to further disengagement.
Changing Work Culture: The rise of AI-driven workflows, remote work models, and a decline in respectful workplace interactions have contributed to a sense of detachment and insecurity among employees.
The Power of Belonging: What Organizations Can Do
The HBR study highlights that a sense of belonging at work can increase job performance by up to 56% and significantly reduce turnover. However, traditional diversity and inclusion efforts alone are not enough to cultivate belonging. Instead, companies need to actively foster a culture where employees feel valued, heard, and integral to the team.
Key Strategies for Rebuilding Engagement and Belonging:
Encourage Individual Empowerment – Employees should be equipped with strategies to overcome feelings of exclusion. This could include mentorship programs, peer support initiatives, and leadership development opportunities.
Foster Fair-Minded Leadership – Managers and team leaders must actively work against exclusionary behaviors, promoting fairness and inclusivity through shared experiences and open dialogue.
Create a Culture of Feedback – Employees need to feel that their voices matter. Inviting and acting on feedback not only strengthens engagement but reinforces an employee’s connection to their work and organization.
Balance Retention Efforts – Gallup warns against focusing too much on preventing disengagement while neglecting those who are already committed. Companies must ensure they continue to motivate their engaged employees rather than taking their commitment for granted.
A Call to Action
The sharp decline in engagement and trust is a wake-up call for German businesses. Organizations must shift from a reactive approach—focused on damage control—to a proactive strategy that prioritizes employee connection and belonging. By recognizing the emotional needs of their workforce, companies can foster an environment where employees don’t just stay out of obligation but remain committed with heart, mind, and energy.
As economic and workplace transformations continue, one thing remains clear: A workplace that values belonging will always outperform one that does not.
Sources:
Gallup Engagement Index Deutschland 2024 by März 2025. https://www.gallup.com/de/472028/bericht-zum-engagement-index-deutschland.aspx
The Value of Belonging at Work – Harvard Business Review by Evan W. Carr, Andrew Reece, Gabriella Rosen Kellerman and Alexi Robichaux. December 2019. https://hbr.org/2019/12/the-value-of-belonging-at-work
Photo: Pexels by Yan Krukau: https://www.pexels.com/de-de/foto/geschaftsmann-buro-lacheln-drinnen-7792787/