In 2025, we’re seeing a continued decline in employee engagement across the board. Global engagement has dipped to just 23%, and here in the U.S., the numbers have dropped to around 31% - the lowest in over a decade. Most employees today fall into the “not engaged” category, with a notable portion feeling actively disconnected and this disconnection does not stop there, they inadvertently spread that negativity to others around them.
The term “quiet quitting” is becoming more common, describing the reality for many workers who are simply showing up but not feeling fulfilled, supported, or connected to their work. Over half of U.S. employees say they’re thinking about leaving their jobs—and many are doing just enough to get by in the meantime.
The business impact is hard to ignore. Disengagement is now costing the global economy nearly $9 trillion in lost productivity. But beyond the numbers, there’s a deeper human cost, strained cultures, increased turnover, and a breakdown of trust across teams.
We’re also seeing a sharp rise in workplace investigations in 2025. With more complaints being raised and a heightened focus on organizational risk, companies are navigating increasingly complex and sensitive issues. Hybrid work models, unequal treatment concerns, and the rise of risks such as exclusion, or bullying are all contributing to this increase. Many investigations now involve emotionally charged topics or claims of retaliation, and employees are expressing doubt that their concerns will be handled fairly—only about 60% believe in their company’s process.
There’s a strong link between low engagement and higher investigation rates. Disengaged employees are more likely to file complaints—or find themselves the subject of one—especially when there’s a lack of clear expectations, limited growth opportunities, or poor communication. Many employees are choosing to stay with their current employers out of necessity, not loyalty, and that disconnecting can lead to mistrust, missteps, and eventually, formal inquiries.
The phrase “The Great Detachment” feels appropriate - many employees are physically present but emotionally checked out. And when that happens, organizations often see a breakdown in both culture and compliance.
While these challenges can feel overwhelming, they’re also an opportunity for meaningful change. Our team supports organizations in navigating both the engagement side and the investigation side of this reality. Whether it’s helping leaders reconnect with their teams, gathering honest feedback in a safe way, or ensuring investigation processes are professional, respectful, and effective—we’re here to walk alongside you.
If any of this feels familiar in your organization, we’d be glad to talk about where you are, what’s working, and where we can support you moving forward.
-Elizabeth