Gallup’s 2025 State of the Global Workplace report sounds the alarm that global employee engagement fell from 23% to 21% in 2024, resulting in an estimated $438 billion in lost productivity. This decline is more than just a matter of percentages; it means that millions of people have stopped feeling truly connected to their work, which has an immediate effect on motivation, innovation, and the ability to create value. In practice, this decline in engagement is a thorn in the side of global productivity.
And if you think managers are immune, you’re mistaken. Among those who lead teams, the decline is even more evident. Engagement fell from 30% to 27%, with the sharpest declines among younger managers and women. In other words, the leaders who should embody energy, vision, and innovation are at risk of becoming the most “out of fuel.”
As the Wall Street Journal points out, these numbers are not just statistics; they illustrate the plight of managers who are overwhelmed by ambitious goals, growing responsibilities, and inadequate tools to manage the complexity of their roles. The result? Leaders who, instead of driving their teams forward, risk becoming the heaviest brake, significantly impacting the performance and work climate of their staff.
Why Disengaged Managers Are a Problem for Companies
The decline in motivation among managers is not a detail to be overlooked. According to Gallup, leaders influence up to 70% of their teams’ engagement. In short, when a manager loses enthusiasm, the team loses momentum. Its effect is not linear but viral; a few demotivated managers can transform a lively office into a discouraged and apathetic one.
The causes of this phenomenon often run deeper than workload alone, and the main factors are:
- Hybrid and distributed teams. Managing people in the office, remotely, or in different locations is complex. Without the right tools or adequate training, managers risk feeling isolated and overwhelmed.
- Pressure from above and expectations from below. Managers are constantly caught between ambitious goals set by executives and the daily needs of their employees. The accumulated stress increases the risk of burnout and reduces the ability to motivate the team.
- “Technical” promotions. Many people become managers because of their operational merits, not their ability to lead people. The result? Leaders who are technically skilled but uninspiring.
The Hidden Costs of Disengaged Managers
Even before they leave the company, unmotivated managers have a negative impact. The most significant consequences include:
- They hinder innovation. Without enthusiasm, projects stall, ideas remain on paper, and the company’s cultural transformation slows down.
- They undermine team confidence. Employees immediately sense their leader’s lack of interest. Confidence drops, turnover increases, and collaboration becomes more difficult.
- They render investments in Learning & Development ineffective. Courses, workshops, and e-learning platforms do not produce concrete results without managerial support. Without guidance, training remains theoretical with no real impact on everyday life.
In summary, a lack of motivation among managers translates into hidden costs, including less innovation, less effective teams, and wasted investment in learning and development. Ultimately, this has a negative impact on the ROI of all HR and organizational development initiatives.
The Strategic Role of Learning & Development
Managerial involvement is not a detail to be overlooked; it is one of the most powerful and strategic levers of Learning & Development for maintaining a healthy, competitive organization. Investing in motivated managers increases team productivity and builds a solid corporate culture capable of supporting change, innovation, and growth.
Here are some concrete strategies that Learning & Development can implement:
- Say goodbye to one-off courses and hello to continuous, integrated training in the workplace! Learning is most effective when incorporated into daily workflows. Microlearning, real-time coaching (even with AI assistance!), and practical support help managers overcome everyday challenges without disrupting their workflow.
- Communities of practice provide spaces for managers to discuss their experiences and ideas, including a few “disasters,” and learn from each other. These moments strengthen leadership, reduce isolation, and promote collaborative learning.
- Focus on soft skills: Empathy, communication, active listening, and the ability to give feedback are essential. They determine how well a manager can motivate their team, prevent conflicts, and create an inclusive, proactive work environment.
- Recognition and Purpose: Managers must feel like protagonists, not cogs in a machine. Mentoring, targeted recognition, and self-assessment tools can help them see their real impact on the team and organization.
The data speaks for itself. According to the Wall Street Journal, managers who receive targeted training on having regular conversations with employees see a 22% increase in engagement. When managers are supported, motivated, and guided, the whole team benefits.
In summary, Learning & Development is not an expense; it is a strategic tool for transforming managers into engaged leaders who can guide resilient, motivated teams capable of contributing to the organization’s success.
In short
Manager engagement is not a minor detail; it is a determining factor in the success of any organization. Data clearly shows that disengaged managers negatively impact team motivation, innovation, and performance. This generates hidden costs that affect the ROI of learning and development initiatives and organizational development strategies.
This is why the Learning & Development role is strategic. Training, supporting, and motivating managers strengthens the entire company structure, creates more resilient and prepared teams, and fosters a positive, sustainable leadership culture.
👉 Discover how Apprendoo can support your managers with custom Learning & Development programs. From continuous training to practice communities, we empower leaders to become agents of change who motivate teams and enhance the company’s human capital. Contact us to start building the future of your leadership.
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