*This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. *

Since its peak in 2020, U.S. worker engagement has been on a crash course, according to data released Wednesday by Gallup.

While worker engagement remained unchanged in 2025 from the previous year, it has dropped from 36% in 2020 to 31%, Gallup found. That’s an estimated 8 million fewer workers who were actively engaged over five years.

The greatest declines were recorded regarding clarity about what is expected at work and feeling cared about as a person, the data showed.

The trend was starkest among younger workers. From 2020 to 2025, the percentage of Generation Z and younger millennials who were engaged at work fell eight points; among older millennials (those born from 1980 to 1988), engagement dropped nine points, Gallup said. That compares to a six-point decrease in engagement for Generation X and no change in engagement for baby boomers.

Gen Z and younger millennials were 13 points less likely over the five-year period to strongly agree that “My supervisor, or someone at work, seems to care about me as a person,” Gallup said. Likewise, the percentage of those who agreed that “This last year, I have had opportunities at work to learn and grow” dropped to 37% in 2025 from 48% in 2020.

A recent General Assembly report had a similar finding: While most millennial workers say they are satisfied in their current roles, they also would be willing to leave for better pay, clearer paths to growth or better learning opportunities if the job market allows.

Adecco also recently found that workers want “robust” employer support for agility, resilience and engagement.

Gallup offered some insights to help employers address worker disengagement. More than a third of workers said better communication would best help them understand expectations at work, while others said better direction from leadership, more development and recognition and cultural improvements would help.

Likewise, more than a third of employees said supportive relationships, communication and respect would help them feel more cared about at work, while lesser shares named pay, benefits and security; work environment and balance; and growth and future opportunities as helpful.

“Employee engagement has declined after a decade of steady improvement leading up to the COVID-19 pandemic. The data suggest that many of the gains organizations made in clarifying role expectations, developing people and improving the day-to-day experience at work have stalled — and, in some cases, have begun to reverse,” Jim Harter, a chief scientist at Gallup, wrote. “During periods of ongoing change and uncertainty, clarity becomes more important, not less.”