Employee Engagement

70% of U.S. Workers Not Engaged at Work

As executives rethink short-term security and long-term growth, many are making employee engagement a core performance strategy.

Millennials desire routine feedback from their supervisors, but they neither request nor receive it.

Millennials have limited financial freedom. Yet their motivations to find a new job have less to do with money than with other factors.

Employee Engagement Insights and Advice for Global Business Leaders

Gallup's latest meta-analysis on the relationship between team engagement and performance covers more than 82,000 teams globally.

No company can put a price tag on safety. Engaging employees and creating a culture focused on safety reduces accidents.

Gallup recognized organizations that go above and beyond in their commitment to and advancement of employee-centric performance excellence. These organizations demonstrate excellence in specific areas of employee engagement.

Millennials are the generation in the workplace most likely to look for and change jobs. What do they want from an employer?

Teams' structures are surging, replacing old hierarchies. But is more teamwork better? Not unless teams are managed the right way.

Millennials are the most likely generation to switch jobs. One possible reason: They're the least engaged employees in the U.S.

A new Gallup report finds four themes collectively describe millennials: unattached, connected, unconstrained and idealistic.

71% of Millennials Are Either Not Engaged or Actively Disengaged at Work

Across Most of the World, the Percentage of Adults With Great Jobs Rarely Tops 10%

Employee engagement among U.S. workers reached a new high in March, when an average of 34.1% were engaged. The previous high in Gallup's five-year trend was 33.8% in March 2011.

by Ed O'Boyle and Jim Harter

Truly engaged workplaces are rare. Just 13% of employees are engaged in their jobs worldwide. But there are companies that buck this trend.

German management culture doesn't emphasize effective people management -- and the results show in low engagement nationwide.

Most German employees say performance appraisals don't meet the goal of actually improving their performance.