In 2025, employee engagement has hit one of its lowest levels in years. Companies are noticing higher turnover rates, increased difficulty in retaining key profiles, and a weakening bond between employees and organizations. It’s not just about numbers—you can feel it in teams, in informal conversations, in the lack of participation, in the silence that sometimes fills meetings.
This drop in engagement isn’t a one-off or limited to a specific sector. It’s affecting large and small companies alike, both public and private, local and global. It’s a clear sign that the traditional model of work relationships needs a serious review.
Warning signs that can’t be ignored
The decline in engagement doesn’t happen overnight. It’s the cumulative result of multiple factors that, when combined, create an environment of demotivation and emotional detachment. Among the most common causes:
- Misalignment between personal values and company culture
- A sense of professional stagnation and lack of development
- Poorly managed or impersonal onboarding processes
- Lack of internal communication or absent leadership
- Too much bureaucracy and little autonomy in decision-making
- Lack of recognition and genuine feedback
The most immediate consequence is voluntary turnover. People who don’t feel part of a project tend to leave as soon as a more stimulating or better-aligned opportunity arises.
What are professionals looking for today?
Talking about engagement today means talking about purpose, autonomy, development, recognition, and connection. Professionals aren’t just looking for a competitive salary. They want to know their work matters, that they can grow, that they’re heard, and that their time has a tangible impact.
New generations, moreover, have a different perspective on the employee-employer relationship. They prioritize flexibility, transparency, sustainability, and mental health. And they expect more than just instructions from their leaders—they seek vision, approachability, and consistency.
The role of onhunters in this context
At onhunters, we’ve been observing this evolution from within, working with companies that not only need to fill roles, but also want to build stable, connected, and motivated teams.
As a consultancy specialized in talent acquisition, we ensure that recruitment becomes a driver of engagement from day one. This includes:
- Clearly defining what a company truly needs and can offer
- Finding candidates not only based on technical skills, but also cultural fit and mindset
- Designing recruitment processes that communicate transparency, speed, and respect
- Supporting onboarding to ensure a smooth and solid integration
- Proposing improvements in team structure, leadership, and talent management to reduce turnover
We also work closely with our clients to identify potential engagement “leaks” and help build more attractive value propositions for professionals, in both established companies and growing projects.
Can this trend be reversed?
Yes—but it takes action and honest reflection. The companies that manage to maintain high engagement levels today do so because they’ve understood that it’s not about perks, but about shared vision, active listening, consistent leadership, and frameworks that enable real growth.
The key is to make people feel like they’re in the right place. That they don’t just work for a company, but with it. That there is dialogue, trust, and real opportunity for progress.
A call to rethink the foundations
This drop in employee engagement isn’t a crisis without a solution. It’s a signal that the traditional labor model needs updating—and that taking care of talent is not a trend, but a strategic necessity.
At onhunters, we believe this is the right time to rethink the relationship between companies and professionals. To build with knowledge, analysis, and close collaboration. To recover motivation, pride in belonging, and the desire to contribute.
Because if there’s anything truly valuable in an organization, it’s the people who make it work every day. And when that value is nurtured, engagement returns.
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