70% of U.S. Workers Not Engaged at Work
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.
Employee Engagement Insights and Advice for Global Business Leaders
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.
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.
Workers who are not engaged or actively disengaged cost the German economy up to 287.1 billion euros annually in lost productivity.
Leaders can use several methods to influence employees and monitor risk.
Diversity is an important issue in hiring, especially in Silicon Valley. But various Gallup studies have examined the combination of diversity, employee engagement and inclusion that provides a competitive advantage for businesses.
Worker burnout and stress cost German employers more than 9 billion euros in lost productivity annually.
Organizations need to shift to new methods in risk management: survey, metadata, incentive analysis and hiring information.