Explore Gallup's research.
Learn how to inspire performance by having the right conversations.
Competencies that "check the box" are limiting at best -- leaders need performance expectations built around behaviors that drive outcomes.
How competency reports can change from a "day ruiner" for your managers to an opportunity for meaningful improvement.
Strive for simplicity and expect measurable outcomes.
Learn how to create a workplace culture where people at all levels can speak truth to power.
See higher workplace wellbeing, performance and engagement when Mondays feel more like weekends for your employees.
Learn how to give employees the expectation, time and freedom to create so they can deliver more innovation for your company.
Business leaders, learn why you need to lead the way for the economic future of the Rust Belt -- and how a workplace culture focused on performance development can help.
If you're living in the Rust Belt, learn how to restore a positive outlook on work and how to prepare differently for your next job.
Learn how to align your flexibility policies and culture so employees clearly understand what's expected of them.
Job losses and gains may even out over time. But on the individual level, people must reorient themselves for the future. CliftonStrengths will help.
Learn how to develop a culture where your employees believe in company values and perform better as a result.
Leaders and managers, learn how to create shared ownership of employee engagement and performance.
Start with a "stay conversation" to learn how to build a culture that keeps your high performers.
Did you know your culture may be the reason you aren't getting your top 20% of candidates? Learn if yours is helping or hurting your talent pool.
Learn the three biggest mistakes companies make when introducing digital culture initiatives.
Learn why institutional experiences are crucial to building a great culture at your organization and how to make the most of them.
After reviewing data from 550 organizations and 2.2 million employees, Gallup has determined that only 50% of employees strongly agree they know what is expected of them at work.
35% of U.S. Managers Are Engaged in Their Jobs
Managers who introduce a strengths-based approach to their teams invariably ask this question: Is there a "dark side" to employees' strengths? Can a person with strong command become too pushy, or a person with strong analytical talents drive colleagues crazy with endless questions and hypothetical scenarios? In this article, a strengths expert probes these vexing questions and, using real-life examples, offers surprising (and reassuring) answers.