More employees surveyed today are feeling less respected in the workplace

The percentage of employees who strongly agree that they are treated with respect at work has returned to the record low of 37% first seen in 2022, during the height of the Great Resignation.

Workplace respect isn’t just a courtesy — it’s a cornerstone of engagement and productivity. Yet, recent data suggests that more employees than ever feel undervalued and unheard.

A study by Gallup revealed that the percentage of US employees who strongly agree that they are treated with respect at work for all types of workers across industries, job levels, and demographic characteristics such as gender and age, has declined to a record low of 37% in 2022.

*While the findings are based on the US job market, HRO believes the insights remain relevant to our readership across Asia.

The decline in workplace respect traces back to the Great Resignation (2021–2022), when mass employee departures followed mandates to return to the office.

While turnover has since slowed, the shift has evolved into the ‘Great Detachment’— a phase where hidden risks such as declining productivity and future talent loss threaten organisations. As a result, engagement, wellbeing, and retention continue to suffer.

Here are some of the key findings from the report:

• Only four in 10 US employees feel respected at work amid the Great Detachment.
• Employees’ sense of respect has returned to levels seen during the Great Resignation, with widespread discontent in engagement and wellbeing.
• Workers are:
  • Less likely to know what is expected of them at work.
  • Less connected to their organisation’s mission.
  • Less satisfied with their jobs.
  • Experiencing record-low life evaluations and elevated negative emotions.

Workplace respect & job type

• Nonremote-capable, fully on-site workers (e.g., factory workers, retail employees) report lower levels of respect:
  • Only 32% strongly agree they are treated with respect, compared to 37% of all workers.
  • Frontline roles, including blue-collar jobs, face unique challenges such as:
    • Safety concerns and difficult working conditions.
    • High-pressure customer or manager interactions.

The role of engagement & management

• Engaged employees are surrounded by coworkers who:
  • Listen to their opinions.
  • Recognise their contributions.
  • Support their career development.

• Employees who are engaged at work are five times more likely to feel respected.
• Good management plays a larger role in engagement than work location:
  • Employees with great managers who provide weekly, meaningful coaching conversations are four times more likely to be engaged and thriving.

Work-life balance & respect

• Employees have different preferences for managing work and life:
  • "Blenders" enjoy work calls or emails outside of business hours.
  • "Splitters" prefer strict work-life boundaries.

• Employees feel less respected when their work routine does not align with their preferred way of working.

To conclude, in the APAC region, where diverse workplace cultures, hierarchical structures, and evolving employee expectations shape engagement, employers can foster respect by implementing strategies tailored to local dynamics.

Here are some key approaches that HRO believes may be useful:

Strengthen inclusive leadership & communication

1. Encourage leaders to adopt a coach-like mindset, emphasising active listening and open dialogue.
2. Provide multilingual communication channels to ensure employees across diverse backgrounds feel heard.
3. Promote flat hierarchies in decision-making where feasible, allowing employees to voice concerns without fear.

Flexible work arrangements that respect employee needs

1. Balance remote and in-office expectations with flexible hybrid models, considering long commute times and urban congestion.
2. Implement culturally sensitive leave policies, such as extended family or festival leave, recognising the importance of traditions in the region.

Recognition & career growth pathways 

1. Establish personalised career development programmes, acknowledging that employees value structured growth opportunities.
2. Ensure fair and transparent promotion criteria, addressing concerns about favouritism, which can be prevalent in hierarchical work cultures.
3. Celebrate contributions through public and peer recognition programmes, as collectivist cultures value community acknowledgment.

Wellbeing & psychological safety 

1. Invest in mental health support tailored to local perceptions (e.g., discreet counselling services, wellness days).
2. Foster an environment where employees can provide anonymous feedback without repercussions.
3. Encourage work-life balance, avoiding the ‘always-on’ culture that can lead to burnout.

Diversity, equity & inclusion (DEI) with regional sensitivity 

1. Implement policies that support gender diversity, particularly in industries where gender imbalance persists.
2. Address generational differences, ensuring both younger digital-native employees and experienced professionals feel valued.
3. Recognise cultural nuances across races and religions, adapting engagement strategies to local norms rather than applying a one-size-fits-all approach.

READ MORE: Beyond 'Thank you': 10 leaders share their favourite way of showing recognition to their employees and teams