Managers need to have more frequent, ongoing conversations with employees. But too many managers aren't up to the task.
Two forces have disrupted what is traditionally called "performance management" -- changing it to "performance development."
Many talented employees are open to new job opportunities. Companies are doing a poor job of wooing them.
Merely measuring workers' contentment and catering to their wants often fails to improve business outcomes.
The growing trend toward employees working remotely poses new and urgent challenges for managers.
Companies need to make specific efforts to connect with and engage employees who work at home 100% of the time.
Whether remote workers are actually engaged in their jobs depends on how much time they spend out of the office.
The trend of employees working remotely continues to grow and is on the upswing across many industries.
Finding out what workers want most in a job and an organization can help companies improve attraction and recruitment strategies.
What do workers want most in a job and a company? The answer can help companies improve attraction and recruitment strategies.
The more that employees believe the job market is opening up, the less likely they may be to stay in their current jobs.
The U.S. job market is a mixed picture for workers: Some find it bleak, while others are confident and ready to look for new jobs.
Changes affecting organizations are coming relentlessly. They're overlapping and colliding in ways they haven't before.
Leaders need to act fast to stop revenue declines from millennial consumers.
Struggles with indifferent B2B and banking customers were major business challenges Gallup.com covered in 2016.
Slightly more than a third of millennial workers say the mission of their organization makes them feel their job is important.
Many millennials move from job to job, but not all of them are prone to leave their employers.
Nearly six in 10 members of this generation say that work-life balance and well-being in a job are "very important."
Though less pronounced than in the past, the gender pay gap still exists and has barely budged in over a decade.
Organizations need to do more to make leadership a reality for women who have the talent and ambition to fill those roles.