Gallup’s State of the Global Workplace 2025 report delivers a clear warning: global manager engagement has dropped from 30% to 27%, with young and female managers experiencing the steepest declines.

Engagement has only fallen twice in the past 12 years – in 2020, during the COVID-19 lockdowns, and in 2024. This isn’t just a worrying statistic—it’s a wake-up call for organizations. When managers disengage, the entire organization suffers.

Since 70% of employee engagement is directly tied to the manager, this drop signals a brewing crisis for workplaces across the globe. But it also presents an opportunity—especially for HR professionals—to rethink how you support your managers before disengagement trickles down through teams.

Why managers are burning out

Managers are expected to deliver results, navigate change, support teams, manage conflict, and drive culture—all while staying productive and emotionally resilient.

In the past five years, the typical organization has experienced disruption at every level: post-pandemic turnover, a hiring boom and bust, digital transformation and AI tools, shrinking budgets as stimulus programs ended, disrupted supply chains, and new employee desires regarding flexibility and remote work.

Chronic stress is rampant. Gallup reports that 40% of employees experience stress daily. Actively disengaged workers are far more likely to experience negative emotions like loneliness, sadness, and burnout. The global percentage of engaged employees has fallen from 23% to 21%.

It’s no surprise that managers are disengaged. HR leaders can’t afford to overlook this trend. Disengaged managers trigger a ripple effect: team morale dips, productivity suffers, and high-performing employees start to exit. But with the right interventions, HR has the power to turn the tide.

The HR opportunity: supporting managers from the inside out

I’ve worked with hundreds of leaders through my coaching practice, and one thing is clear: the most engaged teams are the ones whose managers feel seen, supported, and empowered. And this isn’t just theory.

As the former COO of RYCOR, a successful EdTech company that earned multiple Great Place to Work awards, I saw firsthand how a culture that actively supports and celebrates its managers drives retention, trust, and engagement. We had many long-tenured employees—some with 8+ years at the company—and created a workplace where people wanted to stay and grow.

How did we do it?

We prioritized small but meaningful habits:

• Creating a culture of regular feedback and psychological safety
• Celebrating milestones and tenure anniversaries
• Providing annual professional development credits
• Sharing meals together—yes, even lunch mattered
• Encouraging managers to take breaks, ask for help, and invest in their own growth

These rituals may seem simple, but they compound into a culture where managers feel valued and employees thrive.

Three actions HR can take right now

Whether your organization is remote, hybrid, or in-person, here are three practical strategies to support your managers and reverse disengagement:

1. Create a coaching culture

One of the most effective ways to re-engage managers is through coaching. Teach managers effective coaching techniques to boost performance. Invest in executive coaching to provide personalized support to help leaders develop emotional intelligence, build resilience, and reduce self-doubt.

When managers have a safe space to reflect, challenge themselves, and get clarity on their leadership style, they show up with more confidence—and their teams feel the difference.

At RYCOR, we offered annual professional development credits that could be used for coaching. In my work today, I’ve seen managers transform their leadership by learning to set boundaries, handle conflict more effectively, and model vulnerability. These shifts ripple out into stronger team dynamics and better business results.

2. Celebrate progress, not just outcomes

Engagement improves when you celebrate the process—not just the finish line. Too often, we wait for a promotion or a big win to recognize someone’s contributions. Instead, normalize celebrations of everyday wins: hitting a goal, navigating a tough conversation, or staying calm in a crisis.

Peer-nominated awards, tenure shoutouts, and simple “thank you” messages go a long way. These recognitions boost morale, reduce feelings of isolation, and remind managers that their effort is seen and appreciated.

3. Design support systems, not just training

Only 44% of the world’s managers say they have received management training. And traditional leadership training often misses the mark because it’s a one-time event. What managers need is ongoing support. Think manager peer groups, lunch-and-learns, and regular check-ins—not to evaluate performance, but to check on the person behind the role.

Equally important is encouraging leaders to step away. Burnout thrives in overwork cultures. Giving managers permission to rest, recharge, and prioritize their own wellbeing is critical to long-term engagement.

Closing thoughts

Employee engagement is a mirror of manager engagement. When managers feel burned out, unsupported, or unseen, the effects cascade across teams, departments, and eventually, the whole organization.

But here’s the good news: HR has the tools to make a difference. Through coaching, recognition, and community-building, you can transform today’s manager meltdown into tomorrow’s engagement rebound.

Let’s stop waiting for another report to confirm what you already know. Let’s start investing in the people who lead your people.

Anna Gradie, BA, CPHR & PCC, is an executive coach and former co-founder/COO of RYCOR, an EdTech company that earned multiple Great Place to Work awards under her leadership. She now helps leaders and teams build confidence, emotional intelligence, and resilience. Learn more at annagradie.com.