A LinkedIn post from Deel highlights a shift in employee engagement drivers, based on external survey data. The post cites Perceptyx analysis of 20 million responses, indicating workers now prioritize how well companies handle change and confidence in senior leadership over traditional factors like belonging.
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The post also references Gallup data suggesting a notable drop in manager engagement since 2022, effectively erasing the historical “engagement premium” managers held over non-managers. According to the commentary, this narrowing gap may be significant because managers are described as influencing roughly 70% of team engagement.
As interpreted in the post, the erosion of manager engagement and concerns over organizational resilience could have implications for productivity, retention, and execution risk across companies, particularly during periods of restructuring or rapid growth. For investors, this perspective underscores the potential importance of leadership quality and change-management capability as drivers of long-term operating performance.
The post further suggests that common responses to engagement challenges—such as culture programs and perks—may be misaligned with today’s employee concerns. Instead, it emphasizes the need for competent leadership, transparent communication, and better support for managers, themes that may be relevant when assessing human-capital risk in Deel’s customer base and the broader HR technology market.