This dataset of 289,870 people sampled across TikTok, X, and Reddit reveals statistics of employee engagement in 2024 to find out whether employees consider themselves engaged, why they were engaged, what would make them more engaged, and to learn more about their demographics.

Employee engagement in the world increased from 2011 to 2020, but dropped slightly the next years. It stood at 67 percent in 2022 and 2023. It was at its highest in 2020 when it reached 69 percent.

The engagement of employees in the United States has been decreasing over the last number of years. While engagement peaked in 2020, at 36 percent, it has been trending downwards in the four years since then.

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".This dataset includes responses to the following statements:Overall, I am satisfied with the level of employee engagement in my Department I have been mentored at work. Overall, how satisfied are you with your current job? Participation in the survey is voluntary and confidential.This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional Information Source: Community Attitude SurveyContact:  Wydale Holmes Contact E-Mail:  wydale_holmes@tempe.govData Source Type:  ExcelPreparation Method:  Data received from vendor (Community Survey)Publish Frequency:  AnnualPublish Method:  ManualData Dictionary

This statistic shows the results of a survey, conducted annually from 2002 to 2012, among American employees regarding their engagement in the workplace. In 2012, 18 percent of respondents stated they were deliberately not engaged in their work, while 30 percent stated they were.

Employee engagement data from an employee survey conducted by Pierce County and completed voluntarily by employees. Numeric responses correspond with the following answers: 0=N/A, 1=Strongly Disagree, 2=Disagree, 3=Agree, 4=Strongly Agree.

Comprehensive dataset of U.S. employee engagement trends and statistics for 2023

In 2021, almost 45 percent of professionals worldwide revealed that employee in their organization are highly engaged in delivering customer experience (CX). During the survey, 25.3 percent of customers rated organizations' CX capability seven out of ten (7/10).

Of the G20 countries, employees in the United States had the highest levels of engagement at work in 2023. Meanwhile, employees in Japan felt the lowest levels of workplace engagement. A lack of employee engagement can lead to companies worldwide losing trillions of dollars each year.

The 2019 Public Service Employee Survey (PSES) administered by Advanis, on behalf of the Office of the Chief Human Resources Officer, Treasury Board of Canada. The 2019 Public Service Employee Survey measured federal public servants’ opinions in relation to employee engagement, leadership, the workforce, the workplace, workplace well-being and compensation. The 2019 Public Service Employee Survey was conducted from July 22 to September 6, 2019. A total of 182,306 employees in 86 federal departments and agencies responded to the 2019 Public Service Employee Survey, for a response rate of 62.3%. The 2019 Public Service Employee Survey datasets contain the results of the survey by year (2019, 2018, 2017, 2014, 2011 and 2008) for the Public Service and departments/agencies, and the results broken down by demographic characteristics (e.g., age, gender) and organizational units. Results for 2018, 2017, 2014, 2011 and 2008 are only provided for questions repeated in the 2019 Public Service Employee Survey.

The employee engagement market is projected to be worth US$ 803.0 Million in 2024. The market is anticipated to reach US$ 3,603.9 Million by 2034. The market is further expected to surge at a CAGR of 16.2% during the forecast period 2024 to 2034.

Country-wise Insights

Category-wise Insights

Report Scope

Employee Engagement Software Market size was valued at USD 6.80 Billion in 2024 and is projected to reach USD 14.79 Billion by 2031, growing at a CAGR of 10.2% from 2024 to 2031.

Global Employee Engagement Software Market Drivers

Focus on Employee Experience: Organizations understand the value of offering an excellent employee experience to recruit and retain talent. Employee engagement software helps firms build a positive work environment by improving communication, recognition, and feedback methods.

Data-Driven Decision Making: Companies use employee engagement tools to collect and analyze data about employee attitude, satisfaction, and performance. These analytics provide insights that guide strategic decision-making, allowing firms to solve issues and maximize engagement initiatives.

Remote Work and Distributed Teams: As remote work and distributed teams become more prevalent effective communication and collaboration solutions are required. Employee engagement software enables seamless contact and connectivity amongst remote employees, allowing firms to sustain engagement levels regardless of physical location.

Integration with HR and Talent Management Systems: Employee engagement software frequently connects with existing HR and talent management systems, thereby reducing administrative processes and offering a comprehensive picture of employee data. This connection improves efficiency and effectiveness in managing the employment lifetime.

[207+ Pages Report] The global Employee Engagement and Feedback Software market size is expected to grow from USD 928.4 million to USD 1774.38 million by 2028, at a CAGR of 11.40% from 2022-2028

In 2021, 62.5 percent of professionals in Brazil stated that employee in their organization are highly engaged in delivering customer experience (CX). During the survey, 25.3 percent of customers rated organizations' CX capability seven out of ten (7/10).

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Employee Engagement Software Market Size 2024-2028

The employee engagement software market size is forecast to increase by USD 325.9 million at a CAGR of 6.8% between 2023 and 2028.

The market is witnessing significant growth due to several key factors. The increasing need for effective workforce diversity management is driving the adoption of these solutions. Additionally, the rising trend of digital HR technology is enabling better collaboration and interaction among employees through tools like collaboration platforms and automation. Gamification and digital workplaces are emerging trends, offering solutions through fun and interactive tools and creating a more engaging work environment. However, technical constraints and poor customer service remain challenges that need to be addressed to ensure the successful implementation and adoption of employee engagement software.

What will be the Size of the Market During the Forecast Period?

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Employee engagement is a critical aspect of any organization, with studies showing that engaged employees are more productive, committed, and less likely to resign. In the current business environment, effective communication, customer services, and performance management have become essential components of maintaining a motivated workforce. This is particularly relevant for organizations managing remote workforces or implementing hybrid work models. The demand for employee engagement software has grown significantly as businesses seek to enhance their communication channels, streamline performance management, and boost employee satisfaction. This software is designed to facilitate better management communication, provide feedback mechanisms, and foster collaboration among team members. Remote workforces have become increasingly common, and employee engagement software plays a crucial role in keeping these teams connected. cloud computing deployment and collaboration tools enable real-time communication and project management, ensuring that employees remain engaged and focused on their tasks.
Gamification and recognition platforms are popular features of employee engagement software. These tools help to create a positive work environment by encouraging healthy competition and recognizing employee achievements. They also provide valuable data analytics, allowing organizations to identify trends and areas for improvement. Automation is another essential feature of employee engagement software, enabling organizations to streamline processes and reduce manual tasks. Employee engagement software providers prioritize cybersecurity to ensure that sensitive data is protected. Both cloud deployment and on-premise deployment options are available to cater to the unique needs of large enterprises. In conclusion, employee engagement software is a vital investment for organizations seeking to retain their employees and maintain high levels of productivity. It offers a range of features, including communication tools, feedback mechanisms, gamification, recognition platforms, automation, and data analytics.

How is this market segmented and which is the largest segment?

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2024-2028, as well as historical data from 2018-2022 for the following segments.

Deployment

  Cloud-based
  On-premises


Geography

  North America

    US


  Europe

    Germany
    UK


  APAC

    China
    Japan


  South America



  Middle East and Africa

By Deployment Insights

The cloud-based segment is estimated to witness significant growth during the forecast period.

Employee engagement software, which includes collaboration tools, automation, employee well-being, feedback, onboarding, training, and customer service, among other features, is a significant investment for businesses. These solutions promote interaction and collaboration among team members, leading to increased productivity and improved employee satisfaction. Cloud-based employee engagement software is particularly popular due to its numerous advantages. It allows for real-time access to information from any location, ensuring better collaboration and interaction. Additionally, cloud-based applications offer automatic updates and maintenance, reducing the need for large upfront investments and ongoing expenses.

Furthermore, these solutions enable enterprises to provide consistent rewards and recognition programs, enhancing employee engagement and retention. The integration of automation in employee engagement software streamlines HR processes, such as onboarding and training, making them more efficient. Overall, cloud-based employee engagement software is a valuable tool for businesses seeking to enhance collaboration, improve employee well-being, and boost productivity.

The performance measure dashboard is available at 2.13 Employee Engagement. Data Dictionary

ABOUT THE CITY OF TEMPE EMPLOYEE SURVEY REPORT This report includes the results from the Tempe Employee Survey, conducted every other year, to gather input from employees about issues in six major areas: professional development and career mobility; organizational support; supervisions and working environment; compensation and benefits; employee engagement; and peer relationships. Participation in the survey is voluntary and confidential. Employees are able to complete the survey during work hours or at home, with surveys directly returned to the vendor conducting the survey. In many of the survey questions, survey respondents are asked to rate their agreement level with a given statement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree" (while some questions follow another scale). The survey has a 95% confidence level. PERFORMANCE MEASURES Data collected in this survey applies directly to the following Performance Measures for the City of Tempe: Safe and Secure Communities 1.11 Feeling Safe in City Facilities Strong Community Connections 2.13 Employee Engagement2.25 Employee Work-Related Needs Quality of Life No performance measures in this category presently relate directly to the Employee Survey Sustainable Growth & Development No performance measures in this category presently relate directly to the Employee Survey Financial Stability & VitalityNo performance measures in this category presently relate directly to the Employee Survey The City of Tempe Employee Survey was first conducted in 2016 and occurs every two years. Additional Information Source: Employee Survey Contact (author): Aaron Peterson Contact E-Mail (author): aaron_peterson@tempe.gov Contact (maintainer): Aaron Peterson Contact E-Mail (maintainer): aaron_peterson@tempe.gov Data Source Type: PDF Preparation Method: NA Publish Frequency: Biennial Publish Method: Manual

ABOUT THE CITY OF TEMPE EMPLOYEE SURVEY REPORT (DATASET)This report (dataset) includes the results from the Tempe Employee Survey, conducted every other year, to gather input from employees about issues in six major areas: professional development and career mobility; organizational support; supervisions and working environment; compensation and benefits; employee engagement; and peer relationships. Participation in the survey is voluntary and confidential. Employees are able to complete the survey during work hours or at home, with surveys directly returned to the vendor conducting the survey.In many of the survey questions, survey respondents are asked to rate their agreement level with a given statement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree" (while some questions follow another scale). The survey has a 95% confidence level.PERFORMANCE MEASURESData collected in this survey applies directly to the following Performance Measures for the City of Tempe:1. Safe and Secure Communities1.11 Feeling Safe in City Facilities2. Strong Community Connections2.13 Employee Engagement2.25 Employee Work-Related Needs3. Quality of LifeNo performance measures in this category presently relate directly to the Employee Survey4. Sustainable Growth & DevelopmentNo performance measures in this category presently relate directly to the Employee Survey5. Financial Stability & VitalityNo performance measures in this category presently relate directly to the Employee Survey The City of Tempe Employee Survey was first conducted in 2016 and occurs every two years.Additional InformationSource: Community Attitude SurveyContact (author): Adam SamuelsContact E-Mail (author): Adam_Samuels@tempe.govContact (maintainer): Contact E-Mail (maintainer): Data Source Type: Excel tablePreparation Method: Data received from vendor after report is completedPublish Frequency: BiennialPublish Method: ManualData Dictionary (pending)

The 2020 Public Service Employee Survey (PSES) was administered by Advanis, on behalf of the Office of the Chief Human Resources Officer, Treasury Board of Canada. This comprehensive survey measured federal government employees’ opinions about their engagement, leadership, workforce, workplace, workplace well-being, compensation, diversity and inclusion, and the impacts of COVID-19. The 2020 Public Service Employee Survey was conducted from November 30, 2020 to January 29, 2021. A total of 188,786 employees in 87 federal departments and agencies responded to the 2020 Public Service Employee Survey, for a response rate of 61%. The 2020 Public Service Employee Survey datasets contain the results of the survey by year (2020, 2019 and 2018) for the Public Service and departments/agencies, and the results broken down by demographic characteristics (e.g., age, gender) and organizational units. Results for 2019 and 2018 are only provided for questions repeated in the 2020 Public Service Employee Survey.

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".This dataset includes responses to the following statements:I have received fair consideration for advancement & promotion, when available, within City of TempeI have been mentored at workThe City's programs related to professional development & career mobility, such as educational partnerships, Tempe Professional Development Network, etc., are useful to meThe following adequately support my work-related needs: City Manager's OfficeThe following adequately support my work-related needs: Strategic Management & Diversity OfficeI believe my opinions seem to countConflict in my work area is resolved effectivelyI believe exceptional job performance is recognized appropriately by managers/supervisors in my work unitThe amount that I pay for health care benefits is reasonableI think the amount I am paid is adequate for the work I doCommunication between my work unit/pision & work units/pisions OUTSIDE my department is goodEmployees in my department take personal accountability for their actions and work performance (starting in 2018 survey)Participation in the survey is voluntary and confidential.This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional InformationSource: paper and digital survey submissionsContact: Aaron PetersonContact E-Mail: Aaron_Peterson@tempe.govData Source Type: ExcelPreparation Method: NAPublish Frequency: biennialPublish Method: ManualData Dictionary