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."
Great cultures are loaded with star team leaders who create new customers.
2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.
Learn how to optimize employee performance at your organization.
Winners of Gallup's Great Workplace Award, now in its 11th year, achieve performance excellence through their cultures of engagement.
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.
51% of employees are actively looking for a new job or watching for new job openings.
What do women and millennials want from the workplace? Gallup.com covered these and other hot topics in 2016.
Not every manager has the talent to be great -- but most managers can improve.
Teams with low engagement and poor managers are less productive, less profitable and less likely to be loyal.