New data reveals deepening productivity crisis as 83 percent of workforce lacks engagement
Nigeria is facing a silent but significant workplace crisis: employee disengagement. Recent data compiled from 2022 to 2024 reveals that only 17 percent of Nigerian workers are truly committed to their jobs. The remaining 83 percent are either not engaged, putting in time but lacking energy and passion, or actively disengaged, working in ways that may even undermine their organisations.
This troubling trend mirrors a global pattern. According to Gallup’s latest workplace report, global employee engagement dropped to 21 percent, while the United States, often considered a benchmark, recorded just 31 percent engagement, with 17 percent actively disengaged. These figures highlight a widespread leadership and cultural challenge that transcends borders and industries.
In Nigeria, the implications are particularly stark. In most offices, only about one in six employees genuinely cares about their work outcomes. The rest are either going through the motions or, worse, actively resisting organisational goals. This disengagement is not just a morale issue; it’s a productivity crisis. When employees are psychologically detached, mediocrity becomes the norm, innovation stalls, and performance suffers.
The cost of disengagement
The economic impact of disengagement is staggering. Gallup estimates that disengaged employees cost the global economy $8.8 trillion annually, equivalent to 9 percent of global GDP. For Nigerian businesses, this translates into missed opportunities, reduced competitiveness, and a growing talent drain as top performers seek more fulfilling work environments elsewhere.
Disengaged employees are not just unmotivated; they are often resentful, feeling that their needs are unmet and their contributions unrecognised. This can lead to toxic workplace behaviours, increased absenteeism, and higher turnover rates. In contrast, engaged employees act as psychological “owners” of their work, driving performance, innovation, and customer satisfaction.
Leadership at the core of the problem
Gallup’s research points to a clear culprit: leadership. Their article, Anaemic Employee Engagement Points to Leadership Challenges, emphasises that 70 percent of the variance in team engagement is directly linked to the manager. Yet many managers are not equipped to lead in today’s dynamic, purpose-driven work environment. Traditional top-down management styles are failing to inspire, connect, or retain talent.
In Nigeria, decades of HR initiatives, team-building retreats, and management training have yielded limited results. The problem isn’t just about skills—it’s about connection. Employees want to feel seen, valued, and aligned with a greater purpose. They want leaders who coach, not command, and who listen, not lecture.
A new approach: Everyone has
Organisational development expert Kemi Buluro, a frequent speaker at global conferences hosted by the International Institute of Business Analysis (IIBA) and the International Society for Performance Improvement (ISPI), believes it’s time for a new approach. Her platform, every1has, is designed to tackle disengagement by focusing not on fixing managers but on strengthening team camaraderie.
“Disengagement is so widespread that in most Nigerian offices, only about one in six employees truly cares about their work outcomes,” Buluro explains. “We need to stop treating engagement as a management problem and start treating it as a team dynamic issue.”
Everyone has offered a fresh perspective by providing insightful data on the unique talents, values, and interpersonal dynamics within teams. It helps organisations understand who works best with whom and how to build trust and collaboration from the ground up. Rather than relying on generic training, it empowers teams to self-organise around shared strengths and mutual respect.
The platform also encourages peer recognition, a powerful yet often overlooked driver of engagement. When employees feel appreciated by their colleagues, not just their supervisors, they are more likely to stay motivated and committed.
The way forward
The disengagement epidemic is not just a Nigerian issue; it’s a global leadership challenge. But it also presents a unique opportunity. By embracing human-centred, team-first solutions, Nigerian companies can leapfrog outdated models and build workplaces where people thrive.
To move forward, organisations must:
-Invest in leadership development that prioritizes emotional intelligence, coaching, and communication.
-Create feedback-rich cultures where employees feel heard and valued.
-Recognise and reward contributions in meaningful ways.
-Foster psychological safety, allowing employees to take risks and speak up without fear.
-Leverage technology like everyone else to build stronger, more connected teams.
As Gallup notes, “Flattening engagement reflects a shift in how leaders must manage performance.” For Nigeria’s future-focused organisations, the message is clear: engagement isn’t a perk—it’s a strategy. And the time to act is now.
Kemi Buluro is an Organisational Development Consultant who helps global companies, from Fortune 500s to startups, simplify processes, strengthen collaboration, and drive innovation. She designs simulation-based learning experiences, including one used by Air France-KLM to train teams in consultative selling. Kemi is also the author of Sales Start with the Customer, a narrative-style business book that teaches customer-centric thinking through reflection and storytelling.
