The financial sector stands at a crossroads. With global employee engagement averaging just over 20%, organizations cannot afford to ignore the human element driving their bottom line. In finance and insurance, however, there is cause for optimism. Forward-thinking firms are leveraging technology, wellness initiatives, and robust manager support to cultivate dynamic, high-performing teams.
Recent benchmarks reveal a fragmented landscape. While Perceptyx reports 80.1% employee engagement average across 20 million responses, Gallup’s global surveys show only 23% actively engaged. In the US, engagement dropped to 31%, translating to millions of workers feeling disconnected.
Wellable’s 2025 breakdown underscores the urgency: 62% remain unattached, and 17% are actively disengaged. Economically, low engagement costs the world economy up to $8.9 trillion every year, nearly 9% of global GDP. Finance and insurance must seize this moment to reverse these trends.
Unlike many industries, finance and insurance have recorded steady year-on-year engagement gains, driven by investments in AI efficiencies, health programs, and job-security assurances. Organizations embracing these changes rank among the “Steady Increasers” alongside manufacturing.
Synchrony, ranked #2 in Fortune’s Best Companies to Work For 2025, exemplifies success. With 92% of employees rating the firm a great workplace (versus a 57% industry average), Synchrony’s highly engaged workforce drives superior returns and outpaces competitors on key metrics.
Data is unequivocal: engagement fuels performance. High-engagement companies enjoy 23% greater profitability and 18% higher productivity than their disengaged counterparts. Gallup further reports a 21% boost in profitability for engaged business units.
For finance leaders, these statistics underscore a clear truth: investing in people pays dividends.
Wellable’s 2025 survey highlights several critical factors. Flexible work arrangements top the list, with remote employees reporting 31% engagement versus 19% for on-site non-remote staff. Supportive leadership and regular recognition follow closely.
Manager quality matters profoundly—70% of team engagement hinges on direct leadership. Develop your leaders, and you unlock up to a 28% improvement in overall engagement.
Understanding your workforce profile allows targeted interventions. The table below illustrates how skill investment and career confidence influence retention across worker types:
Burnout casts a long shadow, especially among white-collar employees, with 82% reporting symptoms. Younger workers, notably Gen Z, have seen engagement drop by five points, frustrated by unclear goals and scant recognition.
Amid economic uncertainty and competitive labor markets, companies must address these pain points with empathy, transparent communication, and renewed investment in career growth.
By weaving these strategies into the fabric of your organization, you create an environment where people feel seen, supported, and energized to contribute their best.
The evidence is clear: engagement isn’t a soft metric—it’s a powerful driver of business performance. Companies in finance and insurance that prioritize employee experience report 23% higher profits and dramatically lower turnover.
Now is the time to act. Commit to deepening employee connections, enhancing manager capabilities, and fostering a culture of continuous growth. The result is not only a healthier, more motivated workforce but also a powerful return on investment that shapes a sustainable, prosperous future for your organization.
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