Why Manager Engagement is the Hidden Key to Business Performance

When Gallup dropped their State of the Global Workplace 2025 report, we did what any people-focused consultancy would do - we dove in headfirst. And to be honest? We were shocked. But not surprised.

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We’ve been seeing the cracks for a while now. Back in 2022, when we ran our own research into the state of work post-pandemic, the signs were already there: managers were under pressure, wellbeing was in decline, and communication had taken a serious hit. In our Make Work Better report, we found that over 75% of managers were facing increasingly complex issues, including rising stress and burnout. Many told us they felt isolated, overwhelmed, and unequipped to lead in the new world of work.

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Fast forward to today, and Gallup’s findings sadly confirm what we’ve been shouting about ever since: managers are struggling. And the ripple effect is huge.

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The report shows that global employee engagement has dropped from 23% to 21% - the sharpest decline since the pandemic. In Europe, it’s even lower. Just 13% of employees feel engaged at work. The driving force behind this disengagement? Managers - especially younger and female managers - whose engagement levels have taken a significant dip.

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Gallup estimates that supporting and upskilling managers could unlock $9.6 trillion in global productivity. That’s not a minor boost - it’s a revolution waiting to happen.

The Real Cost of Disengaged Managers

We all know the benefits of employee engagement: better performance, stronger culture, improved retention, fewer headaches all round. But what about the people leading those employees? When a manager is disengaged, it drags the whole team down.

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According to Gallup, employees with engaged managers are 59% more likely to be engaged themselves. So if your employee engagement strategy doesn’t start with your managers, it’s time to rewrite it.

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Let’s be honest: disengaged managers don’t just affect morale - they impact everything from retention and performance, to wellbeing and workplace productivity. And that adds up.

Just look at the numbers:

• Only 13% of European employees are engaged at work
• Manager engagement is falling faster than any other group
• Disengagement cost the global economy $438 billion last year

That’s a staggering figure, and a huge case for action.

Why Manager Engagement Should Be Top of Your Priority List

It’s easy to overlook managers in the employee experience conversation. They’re often the ones tasked with driving change, delivering performance and managing wellbeing - all while trying to stay afloat themselves.

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But here’s the truth: you can’t have high employee engagement without manager engagement.

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Managers set the tone. They influence culture. They’re the difference between someone staying in their job or handing in their notice. And yet, so many organisations leave them to figure it out alone.

So What’s Going Wrong?

We see a few common culprits when it comes to low manager engagement:

• Burnout: Expectations are sky-high, but support is often lacking
• Isolation: Middle managers, in particular, can feel stuck between senior leadership and their teams
• Lack of training: Too many managers are promoted based on performance, not leadership skills

And let’s not forget the added complexity for female managers, who Gallup highlights as being particularly affected in this year’s report.

Let’s Talk Solutions: Real Manager Engagement Ideas

So, how do we fix this? It’s not about quick wins or tick-box training. It’s about creating a culture where managers feel supported, empowered and connected. Here are a few of the things we know make the biggest difference:

• Our unique blend of coaching techniques and therapeutic frameworks helps managers get clear on who they are, the kind of leader they want to be, and how to lead with purpose.
• Emotional intelligence (EQ) development as a core foundation for trust, communication and connection.
• Management development programmes rooted in real-world challenges and the day-to-day realities of leadership.
• Workplace wellbeing training and resilience tools to help managers take care of themselves and role model healthy behaviours.
• Peer coaching and support networks help managers feel less isolated and more empowered.

These aren’t generic employee engagement strategies repackaged for managers. They’re personalised, powerful tools that go deeper, helping managers understand themselves first, so they can lead others better.

How Do You Measure Manager Engagement?

If you’re already tracking employee engagement, it’s time to extend that thinking to your managers. Ask yourself:

• Are we getting feedback from managers, not just about them?
• Are we tracking manager retention and internal promotions?
• Are managers accessing and applying what they learn in training?

And, crucially, what does the data say about how supported and connected they feel?

The Manager-Retention Link No One Talks About Enough

You’ve heard the phrase: people don’t leave jobs, they leave managers. But here’s the twist - managers leave too. And when they do, they take culture, context and talent with them.

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Investing in your managers through management training, employee engagement training, and dedicated workplace wellbeing support isn’t just a nice gesture; it’s a commercial strategy. One that boosts retention, improves productivity, and genuinely changes how people feel about work.

What We’re Seeing at PUSH

At PUSH, we work with companies every day that are ready to step up and support their managers. We see what happens when managers get the tools, training and space to thrive - and it’s powerful.

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Engaged managers build high-performing, resilient teams. They drive better results. They stick around. And they bring people with them.

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So, if you’re serious about boosting performance, improving culture and retaining your best people, start with your managers. Not because it looks good on a strategy slide. But because it works.

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Want to know more about how we help businesses unlock the power of their managers? Book a call with us today, and we can:

• Talk through the challenges your managers are facing
• Share practical solutions that are already working for businesses like yours
• Explore our unique management development programme offerings, which blend coaching techniques and therapeutic frameworks to make a real difference.

We’d love to support you in creating a culture where managers  - and their teams - can truly thrive.

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