WEBVTT
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Sounds a little bit weird, doesn't it?
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It's lies, Dan, Lars, and Statistics.
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Welcome to the Leadership Decandidate, a Talk Edition, where we dare to share unfinished thoughts and ideas around some potentially fawny leadership questions.
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And even though KG and I can always be in the same room, we still do this over a glass of our favourite beverage.
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KG!
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What's happening, man?
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We're back.
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We're back.
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We are back.
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I like it.
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I like it.
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It is cheeky halftime.
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And we've got a good one today.
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Yeah, we do.
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Yeah, and we do apologize.
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We are a week late, but you know, that's life.
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At least we're doing it.
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In radio land or podcast land, you know, time.
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Ah you you listen to it whenever you wish.
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So it's true.
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Um, but I know that you know there are people that are just waiting on the edge of their seats for the next episode.
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So we do apologize to that person.
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Yes.
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The one email.
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Thank you for reminding us.
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Yeah, that's right.
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Yeah, sorry about that.
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Today you're right.
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You're right.
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We do have an interesting one.
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We're going back to something that we've done a couple of years ago.
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Maybe we've done it more than once.
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I really can't remember, KG.
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But we're looking at the latest report from Gallup called The State of the Global Workplace.
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Yes.
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Definitely done it before.
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I think we have done it before, yeah.
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They put this report out once a year.
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And really, what it tried to measure is what are the levels of engagement globally and regionally across the globe?
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And for example, this last report includes over 280,000 respondents across a number of industries and institutions.
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And they seek certain information, but what they're trying to measure is how engaged is the workforce, both in those regions, and there are about 10 regions, and what does it look like globally?
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Wow.
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And not just engagement, questions around thriving, questions around how lonely do you feel, how sad do you feel?
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Is it a good time to find a job?
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And so it's a very makes for a very interesting reading.
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It is 251 pages long, but listeners don't worry.
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We're just going to riff very quickly on the headline.
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Oh no.
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Oh no.
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Exactly, exactly.
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So the question that we want to just have a start with, KG, is what does global employee engagement look like?
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Yes.
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How is it?
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What's the health of that engagement?
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And you know, on page 18, we're going to jump right there.
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The global engagement is a stunning 20%.
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I know, I know.
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It doesn't sound very high.
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Doesn't sound great.
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So for those of you who are familiar with engagement surveys, when someone is engaged, it's like they're they're mostly exhibiting increased discretionary effort.
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In other words, people who are more than willing to take a step up in their work, even though no one's asked them, to put in a little bit more effort, to work a bit harder, whatever it might be.
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And that's the people often that are seen as engaged.
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Yeah.
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Not simple, and it's not just simply because they're working more.
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You know, they're very connected to maybe the purpose of the organization or its mission or their manager or their team.
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And they're happy to contribute to the success of that team or organization.
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That's what an engaged person means.
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Now, of the 20% that are engaged, that's nice.
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But what we have to now remember is that 64% are not engaged.
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Yes.
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Now, it basically means that they're not putting any discretionary effort in.
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Maybe they're just ticking the boxes.
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Don't know.
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I don't know what that exactly means.
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But the other interesting number is, of course, that 16 are actively disengaged.
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That's the one that stands out.
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Yeah, they're just looking for new another job, or they're not showing up, or they have high levels of absenteeism.
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They're just not interested.
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You know, in some cases, it could even be undermining.
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Yes, yes.
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Because it feels like when you're not engaged, you're probably a little closer to neutral.
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You're not fully connected and all of that.
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But if you're actively disengaged, then that means you're on the other side in some way.
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So you're doing something to disconnect yourself from the organization.
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And like you said, I could just be looking for another gig.
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But to me, it's interesting because it's so close to the level of engagement, right?
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So 16%, I don't know, from a statistical standpoint, maybe it's not close, but it feels close to me.
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It's pretty close.
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If there's only four percentage points in it, it's it's pretty close.
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Yeah.
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But interestingly, the Gallup poll or the Gallup report, I mean, I have to admit, I haven't deep dived into the report, but the bits that I have read, it doesn't really provide a causation analysis.
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It simply provides the figures and says, this is what they are, this is what they are in these regions, this is what it's like across these types of roles, but they don't explain why.
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So the why is still quite a mystery.
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We just know the numbers, we don't know what's causing it.
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What happens, of course, is that that does lead to strange interpretations of the data.
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For example, you have a situation where the global engagement is 20%, for example, right?
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However, the life evaluation, in other words, are you thriving?
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Are you struggling or are you suffering?
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Those questions they don't always correlate with the engagement.
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Yeah.
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So let me give you an example.
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So the question is, are you thriving?
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Right.
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So your best guess, do you think you're thriving now?
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Where do you personally feel you stand at this time?
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And globally, 34% of respondents, that's the 200 odd thousand, 34% said, yep, I'm thriving.
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Yeah.
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Now, if we go back to the engagement question, where we had a global engagement of 20%, if we break that down into regions, say the US and Canada, 31% engaged, slightly better, a third better than global.
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At the very bottom, you have Europe as a region.
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Yeah.
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12% engaged, right?
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12%.
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That's very however on the thriving measure, where the thriving percentage globally is 34%, Europe is fourth at 49%.
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Yes.
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Which is interesting.
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On one hand, it's weird, isn't it?
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One hand, 12% engagement for the European employee.
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However, 49% thriving.
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So he goes from 10th on the engaged ranking of the 10 regions to fourth.
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I don't know how that works.
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I really don't.
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It sounds a little bit weird, doesn't it?
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And then you've got your your other questions around do you experience this particular emotion a lot during the day?
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And did you experience it a lot yesterday?
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And one of those emotions is stress.
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So globally, 40% indicated that the previous day that had experienced stress.
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Yes.
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40%, right?
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Now here's the other interesting thing.
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The US, if you break that down regionally, the US and Canada, 50% of respondents said that they experienced stress yesterday.
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However, the US and Canada are the highest of the engaged regions.
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Yeah, yeah, yeah.
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Mind you, the bar is quite low at 31%.
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But nevertheless, they are both the highest at engagement and the highest at stress.
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At stress, yes.
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They're both, right?
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They're fully committed and stressed about it.
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And look at Australia.
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I mean, we're we're we're a little bit at odds, I think, because you know, like you're saying, as far as stress, we're number two.
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We're 49% stressed.
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We're 49, man.
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But we display that a different way because our engagement in Australia, whoop, whoop, 21%.
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So we're right at the global average, basically.
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So we're highly not engaged, I guess, and stressed to boot.
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Except that the complicating statistic there is that in the thriving category, yeah, you know, are you thriving?
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Australia is second.
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Australia, New Zealand second at 55%.
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So we are both second in thriving, yeah, but we are also second in stress.
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So what's what is going on?
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But I'm telling you, it's lies, damn lies, and statistics.
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That's what it is.
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That's right.
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To quote Mark Twain.
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But there's other some other interesting uh, you know, and we're not doing clearly, we're not doing this justice, nor perhaps are we showing the respect to this report that it might deserve, but that's okay.
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The other interesting thing, yeah, there are a couple of other interesting feeling categories that I think is worth pointing out.
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For example, did you experience anger a lot of the day yesterday?
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Wow.
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Did you experience anger?
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Globally, it's 22%.
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So 22% of respondents experienced anger.
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And it's a lot of the day, so not just you know, fleeting.
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No, a lot of the day.
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Yeah, the majority of your day or a a great part of your day, you were just spuming.
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Yeah, imagine just being pissed off all day, every day.
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All day.
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Yeah, that's a lot.
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That's a lot of energy, man.
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It's a lot of energy.
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Yes, and interestingly, yeah, the regions are show a lot of difference, but in terms of respondents and age, 22% of females feeling anger, 22% of males feel anger.
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Okay, 23% of people under 35 feel anger, and 22% of people of 35 or more feel anger.
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So it's still it's a lot of people are feeling angry.
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Yeah, and it's across the board.
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What is going on?
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Yeah, managers 25%, individual contributors, 21%, people who are working only remotely, 25% angry, people who are only on site, 22% angry, not a lot of difference, and the hybrid, 23% angry.
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So for some reason, we're just all angry.
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Oh no, people are just angry.
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Interestingly, though, uh, if we go back to the broader global engagement categories, people who work exclusively remotely are 30% engaged, people who are on site but could be remote are 24% engaged.
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So once again, I don't know what the causation is.
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Um, and people who are on site but unable to do anything remotely, so that could be people who have a particular role or job where it can't be done remotely, they're 17% engaged.
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So they fall below the global average.
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So there's some interesting ways of cutting this data and slicing it, but there are some weird anomalies, things that I don't understand.
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What did strike me though is that uh where was it?
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I think in one of the initial pages of the report, it's uh it made me laugh.
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The headline is this in 2025, global employee well-being improved for the first time in three years.
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What?
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Yes, applause, applause, applause.
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Yeah, it's yeah, it's until you start looking at the figures, right?
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So it improved by one percentage point, yeah.
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And it's it's actually still lower than it was three years ago.
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So it's an interesting headline.
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Come on, people, come on, come on, right?
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So the whole surviving percentage three years ago was 35%.
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We then dropped to 34, dropped to 33, and then we're back up to 34.
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So I think that just having it each way, presenting perhaps a rosier picture than what it's really looking like.
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Because really, this looks dire.
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I mean, this looks dire across so many categories.
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Global engagement in and of itself as a trend is absolutely flat.
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So it's 20% in 2025.
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Remember, this is the 2026 report.
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Three years ago it was 23%.
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Yeah.
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Before that, 23%, then 21%, 20%, 22%.
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So since 2019, even through the pandemic, it is, if you like, in terms of statistically speaking, fairly flat.
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Yeah, yeah, you're right.
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Yeah, there is a quite a significant movement from when they first started creating the report back in 2009, when they did this first report, engagement was global engagement was at a dire 12%.
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It was trending up quite consistently until 2018, at which point where it kind of got to 19, then it kind of went to 22 in 2019.
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Yeah.
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And then it dropped to 20, dropped to 21, then it got got up again, and now it's back again to 20.
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So it's kind of flat.
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So it's an interesting picture of the global engagement of employees.
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You know, 80% are not engaged.
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Yeah, yeah, yeah.
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And and I look at that number and it is equivalent to what it was during the pandemic or the year of the pandemic.
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So that's what's uh it just it's interesting to me.
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And you know, we we like you said went up to 23%, you know, it kind of started looking like it's trending uh forward, people are getting more engaged, and then it has definitely but doesn't look like it has, doesn't it?
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No, no, it's definitely had a backslide.
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So um don't know why.
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Don't know don't know why.
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Don't know why the causation is not clear, but interestingly, if you're gonna split even those engagement levels between managers and non-managers, yeah, page seven, for example, yeah, you got managers in 2022 were markedly more engaged than non-managers who were at 20.
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Same thing for 2023, managers were at 30, non-managers at 18.
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It was flat in 2024 for non-managers who stayed at 18, but we see a reasonable decline in managers' engagement to 27.
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Yeah.
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And then 2025, this last set of data, management engagement has just dropped considerably.
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So back in 2022 it was 31, 2025, 22.
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So the gap is closing because non-manager engagement, he's up to 19.
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The gap is very, very small, if not insignificant.
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Yeah, so really it's the managers that's bringing the levels down, right?
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And non-managers kind of have stayed fairly consistent across the board.
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And those manager levels have definitely plummeted.
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So what's going on?
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Yeah, well, you know, it yeah, this does suggest that, yeah, maybe managers are expected to do a lot more or have a larger span of control.
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And the drop in management engagement correlates to increased levels of or increased spans of control.
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So it's it's harder to throw your arms around perhaps the role that you're doing now if you're a manager, it's just too big.
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And therefore the inference is that you're you disengage.
00:17:02.440 --> 00:17:03.720
But there's another thing too.
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I mean, there is so much in this report that just throws me off.
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They talk about uh, you know, they say, okay, the current engagement globally is 22%.
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In the US, for example, it's 36%.
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But they say they compare that to what they call best practice organizations.
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And they say best practice organizations engagement is at 79.
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But I'm calling BS on that.
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I am totally calling BS.
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If the global trend has been in the 30s for the last 10 to 13 years, yeah, yeah, where the hell are they getting best practice organization figures from?
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Yeah.
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Who are those companies?
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And you can't just get one isolated organization.
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It's just very strange.
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It's a strange methodology to me.
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I'm sure smarter people in statistical analysis are going to clarify this for us, but it's weird.
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It's like 79% of managers are engaged in best practice organizations.
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And I'm thinking, man, you know, I don't believe you.
00:18:05.160 --> 00:18:12.759
Yes, it it just feels a little bit disingenuous, sometimes are gaming the system, right?
00:18:12.920 --> 00:18:31.000
Because we know we we've been in a part of those organizations where they put a lot of effort into increasing that engagement and kind of coaching you about don't put neutral because that's basically it's negative if you're gonna do, you know, so there's a lot of coaching and there's a lot of work that goes into that.
00:18:31.319 --> 00:18:46.599
So yeah, they could they could be definitely improving their numbers, but it almost feels like those are the kind of organizations that you throw out of the survey because they would skew the the results so wildly, 70% versus 20%.
00:18:47.000 --> 00:18:53.079
That just sounds like let's take that out and know that it's probably just not right in some way.
00:18:53.319 --> 00:18:53.720
Yeah.
00:18:54.039 --> 00:18:57.160
Let's wrap up a little bit by just looking at a couple of trends.
00:18:57.319 --> 00:18:57.480
Okay.
00:18:57.640 --> 00:18:59.319
I just want to comment on a couple of trends.
00:18:59.480 --> 00:19:02.359
So we've talked about these emotions, right?
00:19:02.680 --> 00:19:03.720
So let's look at anger.
00:19:03.799 --> 00:19:08.119
We say we said it globally 22% were pissed off yesterday all day.
00:19:08.759 --> 00:19:13.640
Now, the trend for anger, once again, doesn't paint a happy picture.
00:19:13.880 --> 00:19:20.680
The lowest it goes is 16%, but it's been pretty flat since 2021.
00:19:20.920 --> 00:19:25.559
Now, 2020 it peaked at 24, so maybe that was pandemically related.
00:19:25.720 --> 00:19:28.920
Yeah, people were more angry, but it's been pretty flat.
00:19:29.079 --> 00:19:34.039
So over time, the trend, nothing's changed that I can see here.
00:19:34.279 --> 00:19:41.960
In fact, the trend since 2009 has been going up from 19 to 22 on in the present day.
00:19:42.119 --> 00:19:42.440
Yeah.
00:19:42.680 --> 00:19:49.960
The other one that I want to talk about in terms of trend is this notion of sadness, you know, whether people feel sad.
00:19:50.440 --> 00:19:53.960
Would you feel sad a lot of the day yesterday?
00:19:54.279 --> 00:19:57.880
And globally, it's yes, 23%.
00:19:58.519 --> 00:20:00.440
23% feeling sad.
00:20:00.599 --> 00:20:00.759
Yeah.
00:20:00.920 --> 00:20:03.880
Now it peaked at 25 also in 2020.
00:20:04.119 --> 00:20:16.519
So I'm guessing, once again, maybe pandemic related, but it started in 2009 at 16, dropped a point or two in the following years, and then it's just been steadily rising.
00:20:16.839 --> 00:20:23.319
So people talk about a pandemic, like a loneliness pandemic, particularly amongst men.
00:20:23.960 --> 00:20:31.160
But here there is also a sadness pandemic, and maybe there's even an anger pandemic, whatever that looks like.
00:20:31.319 --> 00:20:38.200
So there seems to be increasing trends in very deep, intense emotions for people in the workforce.
00:20:38.359 --> 00:20:42.839
I don't know why they're appearing, I don't know why they're they're lingering, but they're there.
00:20:43.079 --> 00:20:43.400
Yeah.
00:20:43.720 --> 00:20:48.759
And yet there are some trends as well that are regional.
00:20:49.000 --> 00:20:58.119
I don't want to necessarily go into that, but if you're interested in how do the regions compare in terms of how they experience emotion, have a look at the report.
00:20:58.200 --> 00:20:59.880
We'll put a link in the show notes.
00:21:00.039 --> 00:21:02.440
But there's a weird sort of trend around sadness.
00:21:02.519 --> 00:21:07.960
And finally, the what trend that I thought I want to finish on, but you might also have some other thoughts, KG.
00:21:08.279 --> 00:21:12.759
I just mentioned the loneliness pandemic, or what is often been called the loneliness pandemic.
00:21:12.920 --> 00:21:13.720
It's at 22%.
00:21:14.039 --> 00:21:18.440
They've only really started taking a measure of that since 2023.
00:21:18.599 --> 00:21:18.759
Yeah.
00:21:18.839 --> 00:21:18.920
Yeah.
00:21:19.480 --> 00:21:25.079
In 2023, it was 20, 2024, it was 22, and 2025 is also 22.
00:21:25.160 --> 00:21:26.440
So it's still pretty early.
00:21:26.920 --> 00:21:32.920
But you know how that people often say that this loneliness pandemic is really about the male psyche.
00:21:33.240 --> 00:21:36.680
Well, this report gives us none of that.
00:21:36.920 --> 00:21:42.920
21% of females have reported loneliness a lot of the day in the previous day.
00:21:43.000 --> 00:21:45.480
And 22% of males have reported loneliness.
00:21:45.640 --> 00:21:48.440
So it's a statistically insignificant difference.
00:21:48.680 --> 00:21:49.880
Yeah, it's neck and neck.
00:21:50.039 --> 00:21:50.920
It's neck and neck.
00:21:51.000 --> 00:21:58.839
So this loneliness thing, it's happening across gender and it's happening and it's trending, it's flattening out, but it's still 22%.
00:21:59.400 --> 00:22:02.440
It's really interesting how that works and what that looks like.
00:22:02.599 --> 00:22:05.319
And I just don't know what questions can people be asked.
00:22:05.559 --> 00:22:18.119
If this has been going on for such a long time, is if sadness has been increasing for 16 years, if anger has been increasing for 12 years, what are we not doing?
00:22:18.279 --> 00:22:19.720
What what are we not asking?
00:22:19.880 --> 00:22:21.880
What conversations are we not having?
00:22:22.039 --> 00:22:22.759
I'm baffled.
00:22:22.839 --> 00:22:25.240
I am really, I mean, I don't know the answers to those questions.
00:22:25.400 --> 00:22:25.799
I know.
00:22:26.279 --> 00:22:27.799
If someone dies, I don't know them.
00:22:30.359 --> 00:22:34.200
Yeah, but if someone dies, or if you know someone who dies, let us know.
00:22:34.519 --> 00:22:36.039
Just please, please let us know.
00:22:36.119 --> 00:22:52.759
Uh send us a a note, give us your analysis, you know, tell us what you've done to correct some of this, because it is, you know, the numbers are, I'd say, a little bit disturbing, you know, because you think, you know, that's that's a lot of people who are angry.
00:22:53.400 --> 00:22:57.000
And a lot of people who are sad and disengaged overall.
00:22:57.400 --> 00:22:59.079
A lot of people who are disengaged.
00:23:05.480 --> 00:23:07.880
That is the there was an uptick somewhere.
00:23:07.960 --> 00:23:08.680
So hey.
00:23:11.480 --> 00:23:13.000
There's an uptick somewhere.
00:23:13.559 --> 00:23:13.960
Sure.
00:23:14.200 --> 00:23:17.640
You know, once you dig into the numbers, you might get a little bit skeptical.
00:23:17.880 --> 00:23:19.640
But let's finish on that note.
00:23:19.880 --> 00:23:20.440
Yes.
00:23:21.079 --> 00:23:22.759
That uptick, that's positive.
00:23:23.960 --> 00:23:33.480
And if you're out there and you are feeling sad or you are feeling angry, I am hoping that your organization has some sort of EAP service, the employee assistance program.
00:23:33.880 --> 00:23:36.119
Yeah, just reach out, have a chat to somebody.
00:23:36.359 --> 00:23:40.920
It's uh it's good to talk out some of these feelings with somebody who knows what they're doing.
00:23:41.240 --> 00:23:43.480
Yeah, just be attentive to your own well-being.
00:23:43.559 --> 00:23:44.440
Very important, I think.
00:23:44.680 --> 00:23:59.640
Yeah, and and the people around you, just to uh look up for each other and try to arrest some of these trends if we can, but most of all, just take care of yourself and hopefully, hopefully, um, we can be a part of that uptick.
00:23:59.880 --> 00:24:01.960
So way too about it.
00:24:02.200 --> 00:24:07.000
Now, if if you are yeah, well you know, but it's on brand, man.
00:24:07.240 --> 00:24:08.920
You know, you're a very optimistic fellow.
00:24:09.240 --> 00:24:25.319
But look, if you want to engage with us and talk to us, or you have an idea or thought about what's happening, uh, what are some of the possible causes of of this of these figures, or maybe you have an experience at work that correlates to these sorts of engagements.
00:24:25.559 --> 00:24:26.519
Uh, let us know.
00:24:26.759 --> 00:24:31.640
One thing we've just recently done is making it make it easier for you to leave a message to us.
00:24:31.880 --> 00:24:37.240
You'll see in the show notes there's a link that says leave us a message or send us a message.
00:24:37.400 --> 00:24:40.519
Yeah, just click on that or or touch that.
00:24:40.759 --> 00:24:49.000
It'll take you to a little page where it gives you the option of either sending us a text, regardless of where you are in the world, you can send us a text, or a voice message.
00:24:49.160 --> 00:24:49.880
We'd love that.
00:24:50.039 --> 00:24:50.920
So give it a shot.
00:24:51.000 --> 00:24:53.400
We're trying to increase people's engagement with us.
00:24:53.480 --> 00:25:00.200
We're keen to hear what you are thinking and experiencing in the workplace and in your leadership practice.
00:25:00.359 --> 00:25:07.880
Send us a message, send us a text, or a voice message, just click on that little link in the show notes, it'll take you right there.
00:25:08.200 --> 00:25:09.079
Love it, love it.
00:25:09.160 --> 00:25:10.359
Yes, please do that.
00:25:10.519 --> 00:25:25.480
And you know, with that, Paul, I I I think it's time to do the normal, and we'll say thank you everyone for hanging with us and that is our cheeky half episode.
00:25:25.720 --> 00:25:34.119
Please let us know what you think, whether you'd like us to expand on any of these topics in our main episodes, or any other comment you might have.
00:25:34.359 --> 00:25:38.119
You can reach us on askus at leadershipdocanton.com.
00:25:38.279 --> 00:25:42.839
That's as kus at leadershipdocanton.com.
00:25:43.160 --> 00:25:48.839
You can also leave your comments for each of our episodes on our website at leadershipdocanton.com.
00:25:49.400 --> 00:25:50.839
Thanks for listening.
00:00:53.159 --> 00:00:54.679
Sounds a little bit weird, doesn't it?
00:00:55.240 --> 00:00:57.880
It's lies, Dan, Lars, and Statistics.
00:01:06.039 --> 00:01:15.719
Welcome to the Leadership Decandidate, a Talk Edition, where we dare to share unfinished thoughts and ideas around some potentially fawny leadership questions.
00:01:16.120 --> 00:01:23.400
And even though KG and I can always be in the same room, we still do this over a glass of our favourite beverage.
00:01:27.640 --> 00:01:28.439
KG!
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What's happening, man?
00:01:31.079 --> 00:01:31.960
We're back.
00:01:32.120 --> 00:01:32.920
We're back.
00:01:35.240 --> 00:01:35.799
We are back.
00:01:36.200 --> 00:01:36.759
I like it.
00:01:36.840 --> 00:01:37.240
I like it.
00:01:37.319 --> 00:01:38.840
It is cheeky halftime.
00:01:39.560 --> 00:01:41.240
And we've got a good one today.
00:01:41.400 --> 00:01:41.879
Yeah, we do.
00:01:41.960 --> 00:01:43.079
Yeah, and we do apologize.
00:01:43.159 --> 00:01:45.640
We are a week late, but you know, that's life.
00:01:45.799 --> 00:01:46.599
At least we're doing it.
00:01:47.079 --> 00:01:50.359
In radio land or podcast land, you know, time.
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Ah you you listen to it whenever you wish.
00:01:53.960 --> 00:01:55.479
So it's true.
00:01:55.640 --> 00:02:00.439
Um, but I know that you know there are people that are just waiting on the edge of their seats for the next episode.
00:02:00.760 --> 00:02:03.400
So we do apologize to that person.
00:02:03.959 --> 00:02:04.599
Yes.
00:02:05.719 --> 00:02:06.680
The one email.
00:02:06.920 --> 00:02:08.120
Thank you for reminding us.
00:02:08.439 --> 00:02:09.159
Yeah, that's right.
00:02:09.879 --> 00:02:11.240
Yeah, sorry about that.
00:02:11.480 --> 00:02:12.280
Today you're right.
00:02:12.360 --> 00:02:12.759
You're right.
00:02:12.840 --> 00:02:13.879
We do have an interesting one.
00:02:14.040 --> 00:02:16.920
We're going back to something that we've done a couple of years ago.
00:02:17.159 --> 00:02:18.599
Maybe we've done it more than once.
00:02:18.759 --> 00:02:19.959
I really can't remember, KG.
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But we're looking at the latest report from Gallup called The State of the Global Workplace.
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Yes.
00:02:29.159 --> 00:02:30.519
Definitely done it before.
00:02:30.840 --> 00:02:32.120
I think we have done it before, yeah.
00:02:32.199 --> 00:02:34.280
They put this report out once a year.
00:02:34.439 --> 00:02:42.280
And really, what it tried to measure is what are the levels of engagement globally and regionally across the globe?
00:02:42.439 --> 00:02:52.360
And for example, this last report includes over 280,000 respondents across a number of industries and institutions.
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And they seek certain information, but what they're trying to measure is how engaged is the workforce, both in those regions, and there are about 10 regions, and what does it look like globally?
00:03:04.520 --> 00:03:05.080
Wow.
00:03:05.319 --> 00:03:13.319
And not just engagement, questions around thriving, questions around how lonely do you feel, how sad do you feel?
00:03:13.479 --> 00:03:15.319
Is it a good time to find a job?
00:03:15.560 --> 00:03:18.120
And so it's a very makes for a very interesting reading.
00:03:18.199 --> 00:03:22.280
It is 251 pages long, but listeners don't worry.
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We're just going to riff very quickly on the headline.
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Oh no.
00:03:29.960 --> 00:03:30.599
Oh no.
00:03:30.759 --> 00:03:32.120
Exactly, exactly.
00:03:32.360 --> 00:03:40.039
So the question that we want to just have a start with, KG, is what does global employee engagement look like?
00:03:40.280 --> 00:03:40.599
Yes.
00:03:40.759 --> 00:03:41.560
How is it?
00:03:41.719 --> 00:03:44.120
What's the health of that engagement?
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And you know, on page 18, we're going to jump right there.
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The global engagement is a stunning 20%.
00:03:53.800 --> 00:03:54.759
I know, I know.
00:03:54.919 --> 00:03:57.639
It doesn't sound very high.
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Doesn't sound great.
00:04:00.120 --> 00:04:10.759
So for those of you who are familiar with engagement surveys, when someone is engaged, it's like they're they're mostly exhibiting increased discretionary effort.
00:04:10.919 --> 00:04:22.600
In other words, people who are more than willing to take a step up in their work, even though no one's asked them, to put in a little bit more effort, to work a bit harder, whatever it might be.
00:04:22.759 --> 00:04:27.159
And that's the people often that are seen as engaged.
00:04:27.319 --> 00:04:27.560
Yeah.
00:04:28.039 --> 00:04:30.680
Not simple, and it's not just simply because they're working more.
00:04:30.840 --> 00:04:37.560
You know, they're very connected to maybe the purpose of the organization or its mission or their manager or their team.
00:04:37.720 --> 00:04:43.240
And they're happy to contribute to the success of that team or organization.
00:04:43.399 --> 00:04:45.000
That's what an engaged person means.
00:04:45.159 --> 00:04:48.759
Now, of the 20% that are engaged, that's nice.
00:04:49.240 --> 00:04:55.080
But what we have to now remember is that 64% are not engaged.
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Yes.
00:04:55.720 --> 00:04:59.879
Now, it basically means that they're not putting any discretionary effort in.
00:05:00.039 --> 00:05:02.279
Maybe they're just ticking the boxes.
00:05:02.439 --> 00:05:02.919
Don't know.
00:05:03.080 --> 00:05:04.519
I don't know what that exactly means.
00:05:04.680 --> 00:05:08.279
But the other interesting number is, of course, that 16 are actively disengaged.
00:05:08.519 --> 00:05:10.279
That's the one that stands out.
00:05:10.759 --> 00:05:18.199
Yeah, they're just looking for new another job, or they're not showing up, or they have high levels of absenteeism.
00:05:18.360 --> 00:05:19.720
They're just not interested.
00:05:19.879 --> 00:05:23.160
You know, in some cases, it could even be undermining.
00:05:23.560 --> 00:05:24.360
Yes, yes.
00:05:24.600 --> 00:05:31.399
Because it feels like when you're not engaged, you're probably a little closer to neutral.
00:05:31.560 --> 00:05:34.040
You're not fully connected and all of that.
00:05:34.199 --> 00:05:38.600
But if you're actively disengaged, then that means you're on the other side in some way.
00:05:38.680 --> 00:05:43.000
So you're doing something to disconnect yourself from the organization.
00:05:43.160 --> 00:05:45.800
And like you said, I could just be looking for another gig.
00:05:45.879 --> 00:05:51.319
But to me, it's interesting because it's so close to the level of engagement, right?
00:05:51.480 --> 00:05:57.800
So 16%, I don't know, from a statistical standpoint, maybe it's not close, but it feels close to me.
00:05:58.120 --> 00:05:58.759
It's pretty close.
00:05:58.920 --> 00:06:01.959
If there's only four percentage points in it, it's it's pretty close.
00:06:02.040 --> 00:06:02.199
Yeah.
00:06:02.360 --> 00:06:15.560
But interestingly, the Gallup poll or the Gallup report, I mean, I have to admit, I haven't deep dived into the report, but the bits that I have read, it doesn't really provide a causation analysis.
00:06:15.959 --> 00:06:26.519
It simply provides the figures and says, this is what they are, this is what they are in these regions, this is what it's like across these types of roles, but they don't explain why.
00:06:26.680 --> 00:06:28.759
So the why is still quite a mystery.
00:06:28.839 --> 00:06:30.759
We just know the numbers, we don't know what's causing it.
00:06:31.000 --> 00:06:36.759
What happens, of course, is that that does lead to strange interpretations of the data.
00:06:36.920 --> 00:06:42.839
For example, you have a situation where the global engagement is 20%, for example, right?
00:06:43.160 --> 00:06:48.199
However, the life evaluation, in other words, are you thriving?
00:06:48.360 --> 00:06:50.360
Are you struggling or are you suffering?
00:06:50.759 --> 00:06:53.959
Those questions they don't always correlate with the engagement.
00:06:54.040 --> 00:06:54.279
Yeah.
00:06:54.600 --> 00:06:56.199
So let me give you an example.
00:06:57.000 --> 00:07:00.040
So the question is, are you thriving?
00:07:00.199 --> 00:07:00.519
Right.
00:07:00.680 --> 00:07:04.120
So your best guess, do you think you're thriving now?
00:07:04.279 --> 00:07:07.240
Where do you personally feel you stand at this time?
00:07:07.639 --> 00:07:15.800
And globally, 34% of respondents, that's the 200 odd thousand, 34% said, yep, I'm thriving.
00:07:15.959 --> 00:07:16.279
Yeah.
00:07:16.600 --> 00:07:30.040
Now, if we go back to the engagement question, where we had a global engagement of 20%, if we break that down into regions, say the US and Canada, 31% engaged, slightly better, a third better than global.
00:07:30.199 --> 00:07:33.240
At the very bottom, you have Europe as a region.
00:07:33.319 --> 00:07:33.480
Yeah.
00:07:33.800 --> 00:07:35.399
12% engaged, right?
00:07:35.560 --> 00:07:35.959
12%.
00:07:36.439 --> 00:07:47.800
That's very however on the thriving measure, where the thriving percentage globally is 34%, Europe is fourth at 49%.
00:07:48.519 --> 00:07:48.839
Yes.
00:07:49.079 --> 00:07:50.279
Which is interesting.
00:07:50.680 --> 00:07:52.600
On one hand, it's weird, isn't it?
00:07:52.920 --> 00:07:56.439
One hand, 12% engagement for the European employee.
00:07:56.680 --> 00:07:59.079
However, 49% thriving.
00:07:59.240 --> 00:08:05.560
So he goes from 10th on the engaged ranking of the 10 regions to fourth.
00:08:05.800 --> 00:08:07.000
I don't know how that works.
00:08:07.160 --> 00:08:07.800
I really don't.
00:08:08.839 --> 00:08:10.439
It sounds a little bit weird, doesn't it?
00:08:10.680 --> 00:08:17.959
And then you've got your your other questions around do you experience this particular emotion a lot during the day?
00:08:18.120 --> 00:08:20.920
And did you experience it a lot yesterday?
00:08:21.240 --> 00:08:24.120
And one of those emotions is stress.
00:08:24.839 --> 00:08:32.039
So globally, 40% indicated that the previous day that had experienced stress.
00:08:32.279 --> 00:08:32.680
Yes.
00:08:32.920 --> 00:08:34.200
40%, right?
00:08:34.440 --> 00:08:35.960
Now here's the other interesting thing.
00:08:36.200 --> 00:08:46.279
The US, if you break that down regionally, the US and Canada, 50% of respondents said that they experienced stress yesterday.
00:08:46.519 --> 00:08:51.160
However, the US and Canada are the highest of the engaged regions.
00:08:51.399 --> 00:08:51.879
Yeah, yeah, yeah.
00:08:52.120 --> 00:08:54.600
Mind you, the bar is quite low at 31%.
00:08:55.319 --> 00:08:59.720
But nevertheless, they are both the highest at engagement and the highest at stress.
00:08:59.960 --> 00:09:00.759
At stress, yes.
00:09:01.000 --> 00:09:01.720
They're both, right?
00:09:01.799 --> 00:09:05.799
They're fully committed and stressed about it.
00:09:06.519 --> 00:09:07.879
And look at Australia.
00:09:07.960 --> 00:09:14.440
I mean, we're we're we're a little bit at odds, I think, because you know, like you're saying, as far as stress, we're number two.
00:09:14.600 --> 00:09:16.519
We're 49% stressed.
00:09:16.759 --> 00:09:17.799
We're 49, man.
00:09:18.279 --> 00:09:24.680
But we display that a different way because our engagement in Australia, whoop, whoop, 21%.
00:09:25.240 --> 00:09:28.759
So we're right at the global average, basically.
00:09:29.080 --> 00:09:34.519
So we're highly not engaged, I guess, and stressed to boot.
00:09:34.840 --> 00:09:42.120
Except that the complicating statistic there is that in the thriving category, yeah, you know, are you thriving?
00:09:42.600 --> 00:09:43.799
Australia is second.
00:09:43.960 --> 00:09:45.960
Australia, New Zealand second at 55%.
00:09:46.600 --> 00:09:51.480
So we are both second in thriving, yeah, but we are also second in stress.
00:09:51.799 --> 00:09:54.440
So what's what is going on?
00:09:55.639 --> 00:09:59.399
But I'm telling you, it's lies, damn lies, and statistics.
00:09:59.480 --> 00:10:00.200
That's what it is.
00:10:00.360 --> 00:10:01.159
That's right.
00:10:01.720 --> 00:10:03.240
To quote Mark Twain.
00:10:03.399 --> 00:10:13.720
But there's other some other interesting uh, you know, and we're not doing clearly, we're not doing this justice, nor perhaps are we showing the respect to this report that it might deserve, but that's okay.
00:10:14.039 --> 00:10:21.000
The other interesting thing, yeah, there are a couple of other interesting feeling categories that I think is worth pointing out.
00:10:21.960 --> 00:10:28.679
For example, did you experience anger a lot of the day yesterday?
00:10:28.840 --> 00:10:29.080
Wow.
00:10:29.320 --> 00:10:30.759
Did you experience anger?
00:10:31.080 --> 00:10:33.159
Globally, it's 22%.
00:10:33.799 --> 00:10:38.759
So 22% of respondents experienced anger.
00:10:39.000 --> 00:10:42.360
And it's a lot of the day, so not just you know, fleeting.
00:10:42.759 --> 00:10:43.960
No, a lot of the day.
00:10:44.200 --> 00:10:50.840
Yeah, the majority of your day or a a great part of your day, you were just spuming.
00:10:52.039 --> 00:10:54.759
Yeah, imagine just being pissed off all day, every day.
00:10:55.399 --> 00:10:55.879
All day.
00:10:56.039 --> 00:10:57.000
Yeah, that's a lot.
00:10:57.080 --> 00:10:57.960
That's a lot of energy, man.
00:10:58.120 --> 00:10:58.759
It's a lot of energy.
00:10:59.080 --> 00:11:15.080
Yes, and interestingly, yeah, the regions are show a lot of difference, but in terms of respondents and age, 22% of females feeling anger, 22% of males feel anger.
00:11:15.240 --> 00:11:23.879
Okay, 23% of people under 35 feel anger, and 22% of people of 35 or more feel anger.
00:11:23.960 --> 00:11:26.840
So it's still it's a lot of people are feeling angry.
00:11:27.000 --> 00:11:28.600
Yeah, and it's across the board.
00:11:28.759 --> 00:11:29.960
What is going on?
00:11:30.200 --> 00:11:46.440
Yeah, managers 25%, individual contributors, 21%, people who are working only remotely, 25% angry, people who are only on site, 22% angry, not a lot of difference, and the hybrid, 23% angry.
00:11:46.919 --> 00:11:50.679
So for some reason, we're just all angry.
00:11:50.919 --> 00:11:52.440
Oh no, people are just angry.
00:11:52.679 --> 00:12:10.759
Interestingly, though, uh, if we go back to the broader global engagement categories, people who work exclusively remotely are 30% engaged, people who are on site but could be remote are 24% engaged.
00:12:10.919 --> 00:12:13.480
So once again, I don't know what the causation is.
00:12:14.039 --> 00:12:25.240
Um, and people who are on site but unable to do anything remotely, so that could be people who have a particular role or job where it can't be done remotely, they're 17% engaged.
00:12:25.799 --> 00:12:27.960
So they fall below the global average.
00:12:28.120 --> 00:12:37.639
So there's some interesting ways of cutting this data and slicing it, but there are some weird anomalies, things that I don't understand.
00:12:38.039 --> 00:12:41.240
What did strike me though is that uh where was it?
00:12:41.320 --> 00:12:47.879
I think in one of the initial pages of the report, it's uh it made me laugh.
00:12:48.039 --> 00:12:57.879
The headline is this in 2025, global employee well-being improved for the first time in three years.
00:12:58.200 --> 00:12:58.840
What?
00:12:59.399 --> 00:13:01.559
Yes, applause, applause, applause.
00:13:01.720 --> 00:13:04.919
Yeah, it's yeah, it's until you start looking at the figures, right?
00:13:05.080 --> 00:13:07.960
So it improved by one percentage point, yeah.
00:13:08.840 --> 00:13:13.240
And it's it's actually still lower than it was three years ago.
00:13:13.639 --> 00:13:15.159
So it's an interesting headline.
00:13:16.039 --> 00:13:17.960
Come on, people, come on, come on, right?
00:13:18.120 --> 00:13:22.279
So the whole surviving percentage three years ago was 35%.
00:13:22.679 --> 00:13:27.720
We then dropped to 34, dropped to 33, and then we're back up to 34.
00:13:28.039 --> 00:13:36.120
So I think that just having it each way, presenting perhaps a rosier picture than what it's really looking like.
00:13:36.200 --> 00:13:37.559
Because really, this looks dire.
00:13:37.879 --> 00:13:41.320
I mean, this looks dire across so many categories.
00:13:41.639 --> 00:13:49.080
Global engagement in and of itself as a trend is absolutely flat.
00:13:49.399 --> 00:13:52.200
So it's 20% in 2025.
00:13:52.360 --> 00:13:54.039
Remember, this is the 2026 report.
00:13:54.200 --> 00:13:55.720
Three years ago it was 23%.
00:13:56.120 --> 00:13:56.200
Yeah.
00:13:56.360 --> 00:13:59.720
Before that, 23%, then 21%, 20%, 22%.
00:14:00.200 --> 00:14:08.840
So since 2019, even through the pandemic, it is, if you like, in terms of statistically speaking, fairly flat.
00:14:09.080 --> 00:14:09.960
Yeah, yeah, you're right.
00:14:10.200 --> 00:14:23.480
Yeah, there is a quite a significant movement from when they first started creating the report back in 2009, when they did this first report, engagement was global engagement was at a dire 12%.
00:14:24.200 --> 00:14:36.360
It was trending up quite consistently until 2018, at which point where it kind of got to 19, then it kind of went to 22 in 2019.
00:14:36.519 --> 00:14:36.759
Yeah.
00:14:36.919 --> 00:14:42.360
And then it dropped to 20, dropped to 21, then it got got up again, and now it's back again to 20.
00:14:42.440 --> 00:14:43.480
So it's kind of flat.
00:14:43.639 --> 00:14:51.000
So it's an interesting picture of the global engagement of employees.
00:14:51.240 --> 00:14:54.120
You know, 80% are not engaged.
00:14:54.360 --> 00:14:55.080
Yeah, yeah, yeah.
00:14:55.240 --> 00:15:03.399
And and I look at that number and it is equivalent to what it was during the pandemic or the year of the pandemic.
00:15:03.559 --> 00:15:07.000
So that's what's uh it just it's interesting to me.
00:15:07.159 --> 00:15:19.399
And you know, we we like you said went up to 23%, you know, it kind of started looking like it's trending uh forward, people are getting more engaged, and then it has definitely but doesn't look like it has, doesn't it?
00:15:19.799 --> 00:15:21.799
No, no, it's definitely had a backslide.
00:15:21.960 --> 00:15:24.120
So um don't know why.
00:15:24.279 --> 00:15:26.120
Don't know don't know why.
00:15:26.279 --> 00:15:44.519
Don't know why the causation is not clear, but interestingly, if you're gonna split even those engagement levels between managers and non-managers, yeah, page seven, for example, yeah, you got managers in 2022 were markedly more engaged than non-managers who were at 20.
00:15:45.159 --> 00:15:50.519
Same thing for 2023, managers were at 30, non-managers at 18.
00:15:50.919 --> 00:15:59.399
It was flat in 2024 for non-managers who stayed at 18, but we see a reasonable decline in managers' engagement to 27.
00:15:59.559 --> 00:15:59.879
Yeah.
00:16:00.039 --> 00:16:08.279
And then 2025, this last set of data, management engagement has just dropped considerably.
00:16:08.440 --> 00:16:12.679
So back in 2022 it was 31, 2025, 22.
00:16:12.759 --> 00:16:17.639
So the gap is closing because non-manager engagement, he's up to 19.
00:16:17.879 --> 00:16:21.480
The gap is very, very small, if not insignificant.
00:16:21.799 --> 00:16:25.399
Yeah, so really it's the managers that's bringing the levels down, right?
00:16:25.559 --> 00:16:31.399
And non-managers kind of have stayed fairly consistent across the board.
00:16:31.720 --> 00:16:35.559
And those manager levels have definitely plummeted.
00:16:35.639 --> 00:16:36.919
So what's going on?
00:16:37.240 --> 00:16:44.200
Yeah, well, you know, it yeah, this does suggest that, yeah, maybe managers are expected to do a lot more or have a larger span of control.
00:16:44.600 --> 00:16:52.919
And the drop in management engagement correlates to increased levels of or increased spans of control.
00:16:53.000 --> 00:16:59.399
So it's it's harder to throw your arms around perhaps the role that you're doing now if you're a manager, it's just too big.
00:16:59.559 --> 00:17:02.279
And therefore the inference is that you're you disengage.
00:17:02.440 --> 00:17:03.720
But there's another thing too.
00:17:03.799 --> 00:17:07.240
I mean, there is so much in this report that just throws me off.
00:17:07.400 --> 00:17:12.200
They talk about uh, you know, they say, okay, the current engagement globally is 22%.
00:17:12.679 --> 00:17:14.759
In the US, for example, it's 36%.
00:17:15.639 --> 00:17:19.880
But they say they compare that to what they call best practice organizations.
00:17:20.119 --> 00:17:24.599
And they say best practice organizations engagement is at 79.
00:17:25.159 --> 00:17:26.920
But I'm calling BS on that.
00:17:27.079 --> 00:17:28.759
I am totally calling BS.
00:17:29.079 --> 00:17:39.720
If the global trend has been in the 30s for the last 10 to 13 years, yeah, yeah, where the hell are they getting best practice organization figures from?
00:17:39.960 --> 00:17:40.200
Yeah.
00:17:40.360 --> 00:17:41.880
Who are those companies?
00:17:41.960 --> 00:17:45.240
And you can't just get one isolated organization.
00:17:45.480 --> 00:17:46.519
It's just very strange.
00:17:47.079 --> 00:17:48.519
It's a strange methodology to me.
00:17:48.599 --> 00:17:56.679
I'm sure smarter people in statistical analysis are going to clarify this for us, but it's weird.
00:17:56.759 --> 00:18:01.559
It's like 79% of managers are engaged in best practice organizations.
00:18:01.720 --> 00:18:04.599
And I'm thinking, man, you know, I don't believe you.
00:18:05.160 --> 00:18:12.759
Yes, it it just feels a little bit disingenuous, sometimes are gaming the system, right?
00:18:12.920 --> 00:18:31.000
Because we know we we've been in a part of those organizations where they put a lot of effort into increasing that engagement and kind of coaching you about don't put neutral because that's basically it's negative if you're gonna do, you know, so there's a lot of coaching and there's a lot of work that goes into that.
00:18:31.319 --> 00:18:46.599
So yeah, they could they could be definitely improving their numbers, but it almost feels like those are the kind of organizations that you throw out of the survey because they would skew the the results so wildly, 70% versus 20%.
00:18:47.000 --> 00:18:53.079
That just sounds like let's take that out and know that it's probably just not right in some way.
00:18:53.319 --> 00:18:53.720
Yeah.
00:18:54.039 --> 00:18:57.160
Let's wrap up a little bit by just looking at a couple of trends.
00:18:57.319 --> 00:18:57.480
Okay.
00:18:57.640 --> 00:18:59.319
I just want to comment on a couple of trends.
00:18:59.480 --> 00:19:02.359
So we've talked about these emotions, right?
00:19:02.680 --> 00:19:03.720
So let's look at anger.
00:19:03.799 --> 00:19:08.119
We say we said it globally 22% were pissed off yesterday all day.
00:19:08.759 --> 00:19:13.640
Now, the trend for anger, once again, doesn't paint a happy picture.
00:19:13.880 --> 00:19:20.680
The lowest it goes is 16%, but it's been pretty flat since 2021.
00:19:20.920 --> 00:19:25.559
Now, 2020 it peaked at 24, so maybe that was pandemically related.
00:19:25.720 --> 00:19:28.920
Yeah, people were more angry, but it's been pretty flat.
00:19:29.079 --> 00:19:34.039
So over time, the trend, nothing's changed that I can see here.
00:19:34.279 --> 00:19:41.960
In fact, the trend since 2009 has been going up from 19 to 22 on in the present day.
00:19:42.119 --> 00:19:42.440
Yeah.
00:19:42.680 --> 00:19:49.960
The other one that I want to talk about in terms of trend is this notion of sadness, you know, whether people feel sad.
00:19:50.440 --> 00:19:53.960
Would you feel sad a lot of the day yesterday?
00:19:54.279 --> 00:19:57.880
And globally, it's yes, 23%.
00:19:58.519 --> 00:20:00.440
23% feeling sad.
00:20:00.599 --> 00:20:00.759
Yeah.
00:20:00.920 --> 00:20:03.880
Now it peaked at 25 also in 2020.
00:20:04.119 --> 00:20:16.519
So I'm guessing, once again, maybe pandemic related, but it started in 2009 at 16, dropped a point or two in the following years, and then it's just been steadily rising.
00:20:16.839 --> 00:20:23.319
So people talk about a pandemic, like a loneliness pandemic, particularly amongst men.
00:20:23.960 --> 00:20:31.160
But here there is also a sadness pandemic, and maybe there's even an anger pandemic, whatever that looks like.
00:20:31.319 --> 00:20:38.200
So there seems to be increasing trends in very deep, intense emotions for people in the workforce.
00:20:38.359 --> 00:20:42.839
I don't know why they're appearing, I don't know why they're they're lingering, but they're there.
00:20:43.079 --> 00:20:43.400
Yeah.
00:20:43.720 --> 00:20:48.759
And yet there are some trends as well that are regional.
00:20:49.000 --> 00:20:58.119
I don't want to necessarily go into that, but if you're interested in how do the regions compare in terms of how they experience emotion, have a look at the report.
00:20:58.200 --> 00:20:59.880
We'll put a link in the show notes.
00:21:00.039 --> 00:21:02.440
But there's a weird sort of trend around sadness.
00:21:02.519 --> 00:21:07.960
And finally, the what trend that I thought I want to finish on, but you might also have some other thoughts, KG.
00:21:08.279 --> 00:21:12.759
I just mentioned the loneliness pandemic, or what is often been called the loneliness pandemic.
00:21:12.920 --> 00:21:13.720
It's at 22%.
00:21:14.039 --> 00:21:18.440
They've only really started taking a measure of that since 2023.
00:21:18.599 --> 00:21:18.759
Yeah.
00:21:18.839 --> 00:21:18.920
Yeah.
00:21:19.480 --> 00:21:25.079
In 2023, it was 20, 2024, it was 22, and 2025 is also 22.
00:21:25.160 --> 00:21:26.440
So it's still pretty early.
00:21:26.920 --> 00:21:32.920
But you know how that people often say that this loneliness pandemic is really about the male psyche.
00:21:33.240 --> 00:21:36.680
Well, this report gives us none of that.
00:21:36.920 --> 00:21:42.920
21% of females have reported loneliness a lot of the day in the previous day.
00:21:43.000 --> 00:21:45.480
And 22% of males have reported loneliness.
00:21:45.640 --> 00:21:48.440
So it's a statistically insignificant difference.
00:21:48.680 --> 00:21:49.880
Yeah, it's neck and neck.
00:21:50.039 --> 00:21:50.920
It's neck and neck.
00:21:51.000 --> 00:21:58.839
So this loneliness thing, it's happening across gender and it's happening and it's trending, it's flattening out, but it's still 22%.
00:21:59.400 --> 00:22:02.440
It's really interesting how that works and what that looks like.
00:22:02.599 --> 00:22:05.319
And I just don't know what questions can people be asked.
00:22:05.559 --> 00:22:18.119
If this has been going on for such a long time, is if sadness has been increasing for 16 years, if anger has been increasing for 12 years, what are we not doing?
00:22:18.279 --> 00:22:19.720
What what are we not asking?
00:22:19.880 --> 00:22:21.880
What conversations are we not having?
00:22:22.039 --> 00:22:22.759
I'm baffled.
00:22:22.839 --> 00:22:25.240
I am really, I mean, I don't know the answers to those questions.
00:22:25.400 --> 00:22:25.799
I know.
00:22:26.279 --> 00:22:27.799
If someone dies, I don't know them.
00:22:30.359 --> 00:22:34.200
Yeah, but if someone dies, or if you know someone who dies, let us know.
00:22:34.519 --> 00:22:36.039
Just please, please let us know.
00:22:36.119 --> 00:22:52.759
Uh send us a a note, give us your analysis, you know, tell us what you've done to correct some of this, because it is, you know, the numbers are, I'd say, a little bit disturbing, you know, because you think, you know, that's that's a lot of people who are angry.
00:22:53.400 --> 00:22:57.000
And a lot of people who are sad and disengaged overall.
00:22:57.400 --> 00:22:59.079
A lot of people who are disengaged.
00:23:05.480 --> 00:23:07.880
That is the there was an uptick somewhere.
00:23:07.960 --> 00:23:08.680
So hey.
00:23:11.480 --> 00:23:13.000
There's an uptick somewhere.
00:23:13.559 --> 00:23:13.960
Sure.
00:23:14.200 --> 00:23:17.640
You know, once you dig into the numbers, you might get a little bit skeptical.
00:23:17.880 --> 00:23:19.640
But let's finish on that note.
00:23:19.880 --> 00:23:20.440
Yes.
00:23:21.079 --> 00:23:22.759
That uptick, that's positive.
00:23:23.960 --> 00:23:33.480
And if you're out there and you are feeling sad or you are feeling angry, I am hoping that your organization has some sort of EAP service, the employee assistance program.
00:23:33.880 --> 00:23:36.119
Yeah, just reach out, have a chat to somebody.
00:23:36.359 --> 00:23:40.920
It's uh it's good to talk out some of these feelings with somebody who knows what they're doing.
00:23:41.240 --> 00:23:43.480
Yeah, just be attentive to your own well-being.
00:23:43.559 --> 00:23:44.440
Very important, I think.
00:23:44.680 --> 00:23:59.640
Yeah, and and the people around you, just to uh look up for each other and try to arrest some of these trends if we can, but most of all, just take care of yourself and hopefully, hopefully, um, we can be a part of that uptick.
00:23:59.880 --> 00:24:01.960
So way too about it.
00:24:02.200 --> 00:24:07.000
Now, if if you are yeah, well you know, but it's on brand, man.
00:24:07.240 --> 00:24:08.920
You know, you're a very optimistic fellow.
00:24:09.240 --> 00:24:25.319
But look, if you want to engage with us and talk to us, or you have an idea or thought about what's happening, uh, what are some of the possible causes of of this of these figures, or maybe you have an experience at work that correlates to these sorts of engagements.
00:24:25.559 --> 00:24:26.519
Uh, let us know.
00:24:26.759 --> 00:24:31.640
One thing we've just recently done is making it make it easier for you to leave a message to us.
00:24:31.880 --> 00:24:37.240
You'll see in the show notes there's a link that says leave us a message or send us a message.
00:24:37.400 --> 00:24:40.519
Yeah, just click on that or or touch that.
00:24:40.759 --> 00:24:49.000
It'll take you to a little page where it gives you the option of either sending us a text, regardless of where you are in the world, you can send us a text, or a voice message.
00:24:49.160 --> 00:24:49.880
We'd love that.
00:24:50.039 --> 00:24:50.920
So give it a shot.
00:24:51.000 --> 00:24:53.400
We're trying to increase people's engagement with us.
00:24:53.480 --> 00:25:00.200
We're keen to hear what you are thinking and experiencing in the workplace and in your leadership practice.
00:25:00.359 --> 00:25:07.880
Send us a message, send us a text, or a voice message, just click on that little link in the show notes, it'll take you right there.
00:25:08.200 --> 00:25:09.079
Love it, love it.
00:25:09.160 --> 00:25:10.359
Yes, please do that.
00:25:10.519 --> 00:25:25.480
And you know, with that, Paul, I I I think it's time to do the normal, and we'll say thank you everyone for hanging with us and that is our cheeky half episode.
00:25:25.720 --> 00:25:34.119
Please let us know what you think, whether you'd like us to expand on any of these topics in our main episodes, or any other comment you might have.
00:25:34.359 --> 00:25:38.119
You can reach us on askus at leadershipdocanton.com.
00:25:38.279 --> 00:25:42.839
That's as kus at leadershipdocanton.com.
00:25:43.160 --> 00:25:48.839
You can also leave your comments for each of our episodes on our website at leadershipdocanton.com.
00:25:49.400 --> 00:25:50.839
Thanks for listening.
