Gallup

Human beings cannot be successful alone. Learning, growth, and the application of knowledge happen more effectively through interactions with others. Given this, employees need a manager who encourages their development; however, just four in 10 employees globally strongly agree there is someone at work who encourages their development. Gallup’s latest Q12 meta-analysis finds that by doubling that ratio, organizations could realize a 9% improvement in customer engagement, a 14% improvement in productivity, a 46% improvement in employee wellbeing and a 31% improvement in quality. Each employee needs help navigating the course of their career. At times, employees need sponsorship, coaching, protection, exposure, visibility and challenging work assignments. At other times, employees look for counseling, friendship, acceptance and confirmation that they are doing well. Discover how manager-to-employee and/or peer‑to-peer interactions contribute to employee engagement: https://lnkd.in/gEZrPyqg

When work and home responsibilities collide, career paths can look very different. Understanding these dynamics is key to building workplaces that work for everyone. Women are 8.2 times as likely as men to be primarily responsible for six or more household duties, and nearly half of women (48%) say their current job doesn’t align with their ideal work arrangement. This misalignment has serious consequences – employees who feel misaligned with their job are 81% more likely to experience frequent burnout and twice as likely to say their work has had an extremely negative impact on their mental health. Creating a workplace where everyone can thrive requires more than just flexibility. Learn how organizations can close this gap: https://lnkd.in/gXXg4VuB

In 2024, U.S. employee engagement fell to its lowest level in a decade, with only 31% of employees engaged. This downward trend reflects a growing sense of detachment, particularly among employees under 35. However, not all organizations follow this pattern. Best-practice organizations achieve 70% engagement – more than three times the global average of 23%. Exceptional workplaces stand out because they are rare. They don’t happen by chance but instead through intentional leadership, sustained commitment and a culture where employees can thrive. Gallup recognizes these organizations as Gallup Exceptional Workplace Award winners, setting the standard for what’s possible when leaders invest in their people. Discover the organizations raising the bar for excellence and explore the 2025 Gallup Exceptional Workplace Award winners: https://lnkd.in/dDfwAwze

Five years ago on March 11, the workplace changed forever.   The COVID-19 pandemic forced people to stay home with little warning, while businesses quickly activated continuity plans and emergency public health protocols took effect. Employees adopted new ways of working as the pandemic continued, and waves of people changed jobs amid The Great Resignation. Customer expectations also evolved, affecting how entire industries operate. Throughout the pandemic, Gallup measured how people’s work and lives changed. This effort included more than 400,000 surveys of U.S. employees over the past five years.     Based on that research, Gallup identified 12 ways workplaces have transformed since the onset of the pandemic. Swipe to explore five of these transformations and click the link to dive deeper into all 12: https://lnkd.in/gMw8j7HE

Around the world, leaders are navigating geopolitical instability, economic uncertainty and declining trust in institutions – forces that shape community bonds and influence life satisfaction. Yet amid these challenges, new insights highlight the powerful impact of kindness, generosity and social connections in fostering happiness and wellbeing.   Join Gallup, the World Happiness Report Editorial Board and SEMAFOR on March 20 for conversations with leading experts on what leaders need to know from the World Happiness Report 2025. Attend the launch event virtually or in person in Washington, D.C. Register here:  https://lnkd.in/egAS6Khc

Globally, only two in 10 employees are engaged (23%) – a clear indication that there’s still significant room for improvement. Organizations that make engagement a strategic priority consistently achieve better outcomes, proving that a highly engaged workforce is not just an aspiration but an attainable goal. Recipients of the Gallup Exceptional Workplace Award exemplify this, reporting an average engagement rate of 70% – far surpassing the global average. The impact of engagement goes beyond employee sentiment; it directly influences business performance. Gallup’s extensive engagement meta-analysis reveals that business units in the top quartile of engagement outperform those in the bottom quartile by 18% in productivity and 23% in profitability. We’re excited to reveal the 2025 winners on March 12. Until then, learn more about Gallup’s Exceptional Workplace Awards here: https://lnkd.in/gr6eKi_9

Gallup’s newest World Poll data offer an unparalleled window into the lives of women across cultures, borders and generations.    This International Women’s Day, dive into data collected across more than 140 countries and territories to understand the latest trends on women’s employment, perceptions of safety, feelings of respect and more.    Explore additional research on women: https://lnkd.in/gHCasguN

Work and home responsibilities don’t exist in separate worlds – how they overlap can shape careers in powerful ways. Women are 8.2x as likely as men to be mostly or exclusively responsible for six or more household duties. As these responsibilities increase, full-time work becomes a less likely option. Gallup research shows that 62% of men prefer full-time work, compared to 40% of women. Aligning job structures with employee needs is key to long-term engagement and retention. Organizations that recognize these differences and offer more flexible pathways for career growth can create workplaces that work for everyone. Learn more: https://lnkd.in/grFXRe2q

Employees know what they want from work, and they’re seeking organizations that align with their priorities.    For three consecutive years, work-life balance and personal wellbeing has been the top factor in job selection, with 59% now rating it as “very important,” up from 53% pre-pandemic.     The importance of competitive pay and benefits has also grown, rising from 41% to 54%, while stability and job security, and the opportunity to do meaningful work remain essential.     Organizations that understand these priorities and take action will be best positioned to attract and retain top talent. https://lnkd.in/gt2vAcvw

Employees need to know that they are more than just a number — they need to know that someone is concerned about them as people first and as employees second. However, globally, just one in two employees strongly agree their supervisor or someone at work cares about them as a person. Gallup’s latest Q12 meta-analysis finds that by increasing that ratio to eight in 10 employees, organizations could realize a 5% improvement in customer engagement, a 19% reduction in employee turnover, a 33% reduction in safety incidents and a 32% reduction in patient safety incidents. Employees don’t leave companies; they leave managers and supervisors. Great managers know that putting the right people in the right roles is not enough. They are aware of their employees’ needs and manage with each person’s engagement in mind. Learn more aspects of a caring work environment: https://lnkd.in/gWg8TZU7