Only one-third of U.S. workers care about their jobs at all

If you don’t ever have to set foot in an office for work, there’s a chance that you might not feel very connected to your job.

Then again, even if you do go into an office, the chances are your heart is not in it.

Gallup reported that 30% of “fully remote employees” in the U.S feel engaged, compared to 33% of all employees in the US who reportedly feel that way.

The article indicated that “fully remote workers”  “could include work-from-home employees or those who have jobs that are mobile.”

But even if you feel like you’re in the same boat, you don’t have to— there’s a way out.

The percentage of fully remote workers has jumped from 15% to 20% during the past four years, according to Gallup.

Everything is relative, but it seems like a subset with in the group is having trouble with engagement.

The organization reported that among remote workers, employees who do so 100% of the time “have the lowest levels of engagement of all remote workers.”

But there are ways to feel more linked.

How the engaged worker feels

All numbers aside for a moment— what characteristics does an engaged worker have, whether he or she is remote or not?

Dale Carnegie Training surveyed the engagement of a “a national representative sample of 1,500 employees,” and boiled it down to common attributes in an infographic: having “enthusiasm” about the job, feeling “inspired” by managers, feeling “empowered” (having the ability “to do the work their way”) and feeling “confident.”

But the numbers help paint a picture of how employees across America feel, and how motivated they are to work hard for their companies.

Dale Carnegie Training reported that according to their survey, 80% of employees who weren’t happy “with their direct manager were disengaged,” 70% of workers who doubted “the abilities of senior leadership are not fully engaged,” and that “54% of employees who were proud of their company’s contributions to society are engaged.”

The organization largely pointed to both direct managers and senior leadership in terms of boosting employee engagement, as well as fostering “open communication.”

Gallup also addressed a common misconception about what working remotely means for one’s sense of identity.

“Fully remote employees are 17% more likely than employees who work in the office 100% of the time to strongly agree they have a clear job description. This runs contrary to the popular belief that fully remote workers feel disconnected or don’t have role clarity because they aren’t in the office,” the Gallup article said.

Beefing up engagement among remote workers

Dustin Grosse, COO of engagement platform ClearSlide, told Inc. about the importance of fostering a relationship with remote workers to make them feel more comfortable.

“What drives or depletes their passion and enthusiasm? What are their career aspirations? If you don’t invest time in getting to know your remote workers, you’ll find it difficult to earn their trust,” Grosse told Inc.


How you feel about your boss and the company you work for may dictate your feelings about your job —and right now, bosses and companies aren’t inspiring workers.