Almost two-thirds (63 percent) of U.S. workers are not fully engaged in their work and are struggling to cope with work situations that don’t provide sufficient support, Towers Watson reports. The finding from its 2012 Global Workforce survey suggests employees are finding it difficult to sustain the kind of positive connection to their companies that yields consistent productivity — the result of almost a decade of pressure to do more with less and respond to the challenges of global competition, ever-evolving technology and the ongoing need for strict cost management, according to the firm.

The study identifies specific attributes of a work environment that are critical to traditional engagement, enablement and energy, highlighting actions employers can take to improve engagement and increase productivity. For the unsupported, the most significant factors relate to how their supervisors support them on the job, their levels of stress and the severity of their workloads, Towers Watson says. For the detached, by contrast, company leadership stood as the focal point: detached workers lack an emotional connection to the organization, stemming from feelings that they do not work for a company with strong values, clear vision, and a leadership team that takes employees’ interests and needs into account, according to the study.

Although the unsupported and detached segments comprise two-fifths of the study sample and represent a risk for employers, they also represent an opportunity, Towers Watson says. The study findings point to specific actions employers can take to address the elements missing for these individuals in the work environment, putting solutions directly within companies’ control.

Other key findings from the study include:

• Fewer than half (47 percent) agree there are no substantial obstacles to getting their job done well.

• Slightly more than half (53 percent) don’t feel their organization makes it possible for them to have a healthy balance between work and personal life.

• Just under a third (30 percent) say they’re bothered by excess pressure on the job.

• Just under half (47 percent) believe their supervisors don’t have enough time to handle the people aspects of their role.

• Under one-third (32 percent) say their organization does a good job of providing opportunities for advancement.

• Only 37 percent agree their senior management does a good job at developing future leaders.

• Just under half (49 percent) say they have trust and confidence in their company’s senior leadership team.