Gallup

How is loneliness affecting Americans, and what’s driving the continued focus on the economy for voters? In this week's Front Page Newsletter, we’re breaking down the latest data on the nation’s emotional wellbeing and the key issues shaping the upcoming election. Stay informed on the trends that matter in today’s world – dive into this week’s edition for the full picture.

Since the release of OpenAI's first ChatGPT model in 2022, corporate investment in AI increased dramatically. Ninety-three percent of Fortune 500 CHROs say their organization is using AI technology and tools to improve business practices. At the same time, employee use of AI at work remains limited. Only one in 10 employees use AI at least weekly, while seven in 10 never use AI at work.  Employee adoption of AI is critical for seeing a return on investment — and that requires leadership and training. Learn how to prepare: https://lnkd.in/gaXyagcS

Employee retention depends on getting recognition right. Implementing quality recognition should be incremental, well-defined and personalized. Gallup and Workhuman have identified five essential pillars of strategic recognition in the workplace to build a culture that prioritizes and consistently delivers high-quality recognition. Employees who receive recognition that meets at least four pillars are nine times as likely to be engaged as employees whose recognition experiences do not fulfill any of the five pillars. And meeting all five pillars can have a transformational impact on key outcomes like engagement and turnover. Learn more about how leaders can leverage the full power of recognition to improve organizational performance: https://lnkd.in/gXQ3VkSD

As major shifts like new artificial intelligence (AI) technologies and the widespread adoption of hybrid work change how work gets done, many once-thriving companies now find themselves struggling. The organizations that succeed during such disruptions often have one key trait in common: They are built to evolve. In today’s workplace, this means prioritizing people. Gallup and Workhuman's latest research shows that leaders and managers who implement tangible changes in their employees’ day-to-day experiences can drive elevated engagement, leading to critical business outcomes such as reduced turnover and increased wellbeing. Explore four essential practices that empower organizations to center their success on their people: strategic recognition, meaningful feedback, support for wellbeing and upskilling. Download the latest report here: https://lnkd.in/eZ5i8Ebx

How are employees using AI to boost productivity and what’s driving the growing partisan divide over election integrity? We're breaking down the latest insights on AI adoption in the workplace and the evolving landscape of voter confidence to help you stay informed on the trends shaping today’s world. Dive into the details in this week’s edition of Gallup’s Front Page newsletter.

Latest Gallup data finds that 41% of employees report experiencing “a lot of stress.” Stress varies significantly depending on how organizations are run. Employees working in companies with bad management practices (actively disengaged employees) are 60% more likely to be stressed than those working in environments with good management practices (engaged employees). In fact, experiencing "a lot of stress” is reported 30% more frequently by employees working under bad management than by the unemployed. Leaders know workplace stress is a problem — they’ve seen the data, heard it from their colleagues and experienced it themselves. A quarter of leaders feel burned out often or always, and two-thirds feel it at least sometimes. Many are trying to address it, but often in ineffective ways. This #WorldMentalHealthDay, explore the data behind how great managers can improve mental health: https://lnkd.in/e-YWfBTu

Turnover is expensive for organizations.  Gallup estimates that replacing leaders and managers costs about 200% of their salary, replacing employees in technical roles costs 80% of their salary, and replacing frontline workers costs 40% of their salary, along with unmeasured losses in morale and knowledge.  When a top performer leaves, it can cause other employees to reevaluate their own roles, worry about job security or even question the company’s future. Voluntary turnover can also eliminate role expertise gained from years of performing well and disrupt workplace friendships that boost engagement. The costs extend beyond monetary losses.  Employees who receive high-quality recognition are less likely to leave their jobs. Longitudinal data from 2022 to 2024 show that well-recognized employees are 45% less likely to leave after two years.  Discover how to provide the type of recognition that improves employee retention: https://lnkd.in/gNg7mCjp

Managers are the front line in shaping ethical behavior. In fact, Gallup finds that 50% of employees who reported instances of unethical behavior turned to their manager first. When managers fulfill the three aspects of building a culture of ethical behavior — modeling integrity, discussing ethics, and addressing unethical behavior — they significantly lower the chances of misconduct happening in the first place. Unfortunately, more than half (53%) of U.S. employees do not strongly agree their manager fulfills any aspect of building a culture of ethical behavior. Managers who actively build ethical cultures don’t just prevent unethical behavior—they create environments where engagement, trust, and innovation can flourish. Employees with such managers are 3.2 times as likely to be engaged, 3.8 times as likely to strongly agree that their organization cares about their wellbeing and 4.7 times as likely to feel connected to their organization’s culture. Learn more about how encouraging and supporting managers to build a culture of ethics can significantly reduce unethical behavior while simultaneously boosting employee engagement: https://lnkd.in/g33a-_xH

Employees who strongly agree their organization encourages them to learn new skills are 8.4 times as likely to strongly agree that there is a path for them to grow in their organization, 47% less likely to be searching or watching for another job, and 4.2 times as likely to be engaged.  However, the reality is that most organizations aren’t properly upskilling their employees for success in the future, nor are they using recognition to promote development. Just 14% of employees say learning a new skill is one of the most common reasons employees at their organization are recognized, thanked or appreciated.  Research from Gallup and Workhuman finds that strategic recognition is a powerful tool to strengthen culture and communicate priorities by positively reinforcing behaviors that are critical to an organization’s success. Leaders and managers who aim to modernize their workforce through upskilling can underscore its importance and reward employees who take initiative in their learning and development. Uncover insights and strategies for driving growth through strategic recognition. https://lnkd.in/gduvENEB

How equipped are hybrid workers—and their managers—to succeed in today’s flexible work environment? And what’s behind the restaurant industry’s downturn in ratings? We're unpacking the latest workplace and business insights to help you stay ahead of the curve. Explore the latest trends in this week's edition of Gallup's Front Page newsletter.