Gallup

Throughout the U.S., employees are emotionally detached from the workplace. Gallup’s latest research finds that 69% of employees are either not engaged or actively disengaged. Disengagement rarely emerges from a single event — it builds over time when employees sense that the organization isn't transparent, equipped or genuinely invested in their success. Addressing engagement at the surface level won't fix that level of distrust. The organizations making the most progress are those that put in the effort to get to the root of the issue. When Gallup asked employees what would make them feel more connected to their employer, four themes consistently emerged: culture, leadership transparency, resource investment and performance management. Learn more: https://lnkd.in/gh4wcqSZ

Career development isn’t defined by a promotion. It’s defined by how often people get to do what they do best. At its core, development is an ongoing process — aligning roles, work and growth with natural talents. Gallup research shows that people who use their strengths every day are six times more likely to be engaged at work and three times more likely to report an excellent quality of life. This is where the shift happens. Development becomes less about fixing gaps and more about investing in what already drives performance. Unlike a promotion, development isn’t a one-time event. It’s a continuous process of self-discovery, intentional growth and meaningful conversations about how people contribute best. When individuals build their careers around their strengths, work becomes more than a role. It becomes a path to performance, purpose and wellbeing. Learn more about how a strengths-based mindset can shape career development: https://lnkd.in/eSBvGGUb

Gallup estimates disengaged employees cost U.S. organizations $2 trillion in lost productivity annually. Globally, that figure reaches $9.6 trillion. And that cost shows up in every metric that matters: profitability, productivity and turnover. Organizations in the top quartile of engagement see 23% higher profitability, 18% higher productivity in sales and 51% less turnover than those at the bottom. Explore three research-backed engagement strategies to build more engaged teams in 2026. https://lnkd.in/erNrrwM4

For the past two decades, the Gallup World Poll has measured the attitudes, behaviors and wellbeing of people in more than 165 countries, representing over 98% of the global adult population.   This series explores one World Poll topic at a time, tracing how the data have shifted across 20 years.   First up: confidence in institutions. Do people have more or less confidence in their governments than they did two decades ago?

Only one in six Americans are financially fulfilled, and for every one American who is financially fulfilled, three are stuck in the middle — not in crisis, but not fully confident either. New research from Edward Jones and Gallup finds that where Americans fall on the spectrum of financial fulfillment has meaningful consequences for their wellbeing. Among those who are financially stressed, only 18% are thriving, and 13% rate their mental and physical health as “very good” or “excellent.” Just over half (52%) say their finances control their life. The data also point to the factors associated with greater financial wellbeing. Adults with greater financial fulfillment are more likely to have a clear financial plan, access to financial support, and confidence that their financial decisions align with their goals and priorities — and those patterns hold across every income level. Explore the full findings from Money and Meaning: Understanding Financial Fulfillment. https://lnkd.in/e35T4zB2

Candidates are paying close attention to how work fits into and affects their lives. Sixty percent of employees say better work-life balance and personal wellbeing are very important when considering a new job. That expectation is shaped by what people see and hear about an organization — how consistently culture is communicated and how closely reality matches it. When the experience employees have aligns with what the organization advertises, it strengthens attraction and reduces misalignment in the hiring process. Explore why the employee experience is a strategic priority for leaders today. https://lnkd.in/gp2xEYjG

What does it take to lead an organization back from the edge of bankruptcy and sustain that growth for years? For Brieane Olson, CEO of PACSUN, the answer begins with purpose — an operating principle that restructured how an organization thinks about its people, community and culture. Gallup research confirms that employees with a strong sense of purpose at work are 5.6 times more likely to be engaged. For leaders navigating retention and performance, purpose is a strategic advantage. However, just 31% of U.S. employees strongly agree that the mission or purpose of their company makes them feel like their job is important. Olson’s results at Pacsun demonstrate the power of purpose: twelve quarters of sustained growth, a leadership team with an average tenure of 13 years and retention at an all-time high. Listen to the full conversation with Brieane Olson on the latest episode of Leading With Strengths. https://lnkd.in/gDx3UKVC

Burnout isn’t always a matter of how much you’re working. Sometimes it’s what you’re working on. Gallup research finds that about three in 10 U.S. employees say they very often or always feel burned out at work. When people spend too much time working outside their natural talents, their tasks require more effort and their performance erodes. But when their work aligns with their strengths, employees work more efficiently, handle pressure better and report more positive daily work experiences. When day-to-day responsibilities don’t align with natural talents, it may signal a talent misalignment. Before pursuing a larger career change, job crafting – reshaping projects and responsibilities to better reflect strengths – can offer a more immediate reset. When roles align with how people naturally work best, performance and engagement tend to follow. Discover how strengths shape performance at work: https://lnkd.in/dMK-2xMF

Employee engagement among Gen Z and younger millennials is at a critical low. Only 41% say that someone at work seems to care about them as a person, down from 54% in 2020. In Gallup’s latest Leading With Strengths interview, PACSUN CEO Brieane Olson talks about what organizations consistently get wrong about engaging the next generation — and what it takes to bring young workers in, develop them and work alongside them to move the business forward. Olson’s approach to leadership has resulted in 12 consecutive quarters of sustained growth, a leadership team with an average tenure of 13 years and retention at an all-time high. Listen to the full conversation with Brieane out now. https://lnkd.in/gdNgKZkq