Beyond Engagement: Why “Mattering” Is the Missing Link in Workplace Wellbeing
The State of Workplace Wellbeing and Disengagement
The modern workplace is at a crossroads. Despite years of investment in engagement programs, wellness perks, and digital tools, employee disengagement and burnout have reached historic highs. Only 30% of employees globally feel engaged at work, the lowest level in over a decade (Gallup). In the U.S., engagement has sunk to its lowest point since 2014, with just 31% of employees engaged and a growing number of workers feeling “checked out” or emotionally detached from their organizations (People Managing People).
The cost is staggering: disengagement is estimated to cost the U.S. economy of $450-550 billion annually in lost productivity (Gallup). But the statistics also signal a need for a new approach. As change management and workplace experts, 18 Coffees works with HR leaders on engagement strategies and training programs with teams around the globe. As cofounder of 18 Coffees Caleb Gardner notes, “We’ve seen an uptick in clients listing a disengaged workforce as their primary challenge over the past few years. They’ve realized that burnout isn’t an individual employee issue—it needs to be addressed as a systemic one.”
Burnout: A Persistent and Growing Threat
Burnout is no longer a fringe concern, but a defining feature of the workplace in 2025. A study found that 64% of employees feel burnt out at least once a week, up sharply from previous years (McKinsey). This is echoed by WebMD’s Center for Research, which found that a third of all employees are experiencing persistent burnout, with the problem especially acute among Gen X, senior managers, and onsite workers versus more flexible work arrangements (e.g., hybrid).
The consequences to organizations are significant:
23% more absenteeism in companies with high burnout rates (McKinsey)
Nearly 3x higher healthcare costs for organizations failing to address burnout (McKinsey)
56% of disengaged employees are more likely to seek new jobs (Gallup)
Why Traditional Engagement Efforts Fall Short
Despite billions spent on engagement initiatives, the needle hasn’t moved. Employees report more meetings and more “perks,” yet loneliness and a sense of invisibility persist. Gallup’s research highlights that only four out of every ten employees feel someone at work cares about them as a person, and just 30% believe their potential is invested in.
This research points to a disconnect in addressing a deeper problem: organizations won’t be successful addressing an engagement crisis until they can effectively address the employee mattering deficit.
The Power of Mattering: Insights from Zach Mercurio
Drawing on research from Zach Mercurio’s The Power of Mattering, the key to reversing disengagement and burnout may lie in how leaders help employees feel seen, valued, and significant, not just included or recognized.
What Is “Mattering”?
Mattering is distinct from belonging or inclusion. Belonging is about being part of a group; inclusion is about contributing to it. Mattering is knowing you’re significant to individual members of that group.
Mattering happens in moments. Employees recall small interactions—when a leader noticed, affirmed, or truly listened to them—not grand gestures or formal recognition.
Affirmation > Appreciation. Telling someone the unique difference they make is more powerful than generic thanks or recognition.
When people feel replaceable, they act replaceable. But when they know they matter, performance, loyalty, and innovation soar.
As Mercurio writes, “The opposite of loneliness isn’t having more people around you; it’s feeling like you matter to the people around you”.
Workplace Wellbeing: The New Leadership Imperative
Forward-thinking organizations are shifting their focus from a scattered menu of wellness programs to embedding wellbeing and mattering into their culture and leadership practices. The Global Wellness Institute notes that companies prioritizing wellbeing report up to 20% higher productivity and reduced absenteeism. The future of work will require leaders who can balance technology with human connection, foster psychological safety, and support holistic employee development.
Key Trends in 2025 (Global Wellness Institute)
Wellbeing as a Business Strategy: Organizations are embedding wellbeing into governance, leadership training, and workflows, treating it as a strategic priority.
Addressing Loneliness and Social Connection: Companies are taking action to reduce loneliness, recognizing that quality of interaction trumps quantity.
Brain Health and Recovery: Cognitive wellness, mental recovery breaks, and neuro-inclusive environments are on the rise.
AI and Human Flourishing: As AI transforms work, the need for “wellbeing intelligence” in leadership is growing.
Questions for Leaders and HR
How are you ensuring your people feel indispensable, not just included?
Are your “engagement” strategies really making employees feel they matter, or just adding noise?
What’s one small act you can take this week to show someone their unique value?
Our Point of View: From Engagement to Mattering
At 18 Coffees, we believe the next era of workplace wellbeing will be defined not by perks or programs, but by a culture where mattering is the foundation for resilience, wellbeing, and growth. Addressing burnout in employees and engaging them in your company’s mission is an organizational challenge, not a personal one.
Is your organization challenged by disengaged teams and persistent burnout? Our experts can help you create a culture where every employee truly matters to drive lasting engagement and wellbeing. Contact us today for a consultation on how custom HR strategies, leadership training, and practical change management can unlock your workforce’s full potential.
