Gallup

When culture seems to include so many factors, how do we even start improving it? Once leadership decides on concise values, people need to be held accountable for living them out. Leaders need to model the values every day, coach employees on them and recognize those who exemplify them. Leaders, more than anyone else, are responsible for creating and maintaining culture. If you make culture a priority, others will follow. Learn more about the importance of aligning on core principles to guide your organization forward: https://lnkd.in/gcZjBsQS

The Gallup at Work Summit isn’t just another conference — it’s a career-defining moment for leaders, managers, coaches, HR professionals and educators. Our tailored lineup addresses modern workplace hurdles head-on, offering guidance on leveraging strengths, mastering advanced coaching methods, and implementing innovative workplace tactics. Attendees depart informed and empowered to create thriving organizations. Join Dean David C. Wilson from the University of California, Berkeley, Goldman School of Public Policy at this year’s Summit to hear insights on building communities of leaders. https://lnkd.in/eJzztYqc #GallupAtWork

In most workplaces, every person is juggling an ambitious to-do list. They have a lot to get done in a day, a week, a quarter. If people are talented, they are even more ambitious. But the reality is this: Over eight in 10 U.S. employees are matrixed to some extent. This means that, in nearly all organizations, the people someone needs to get their to-do list done have different priorities than they do. The solution? Leaders must ensure alignment of priorities across teams, fostering a collective focus on what’s important. When matrixed teams have the same priorities, they are ready, present and able to get more done. Learn more about the largest challenges to agility here: https://lnkd.in/gkUbK4Rv

Employees who strongly agree they feel connected to their organization’s culture are 3.8 times as likely to be engaged. Too often, leaders and employees have a very different understanding of what their culture is. Many organizations have tried to "kitchen sink" their values: They dump everything into overarching values, which confuses employees because the values are not succinct, believable or actionable. Learn more about the most important questions leaders are facing, and how Gallup answers them. https://lnkd.in/g6jB5UJK

In the first quarter of 2024, 17% of employees were actively disengaged, one point higher than the 16% for the full year of 2023 and equivalent to the percentage actively disengaged in the fourth quarter of 2023. The U.S. now has a ratio of 1.8 engaged employees for every actively disengaged employee. The recent drops in employee engagement have been most pronounced in the following categories: - younger employees under 35 (down five points) - employees who could do their jobs remotely but work exclusively on-site (down six points) - employees who exclusively work from home (down five points) Dig deeper into our latest employee engagement findings here: https://lnkd.in/gxMxfCQx

Today, Gallup launched the Rating World Leaders report, which details the rise — or fall — in leading world powers' job approval ratings across the globe, where the biggest gains and losses came from, and how each country stacks up. Gallup has been tracking perceptions of world leaders since 2005 and publishing the Rating World Leaders report since 2015. Explore additional global leadership approval ratings for the United States, Russia, Germany and China, and discover the full context here. https://lnkd.in/gh9fbrJC #RatingWorldLeaders

Compared to employees working in other occupations, K-12 teachers face greater challenges in various ways. They are… - less likely to have the materials and equipment they need to do their work right - more likely to experience frequent burnout - less likely to be treated with respect at work Amid the highs and lows of K-12 teaching lies a pedagogical shift in the profession. Education leaders can no longer assume that the mission, purpose and meaningfulness of the teaching role are enough to make their employees stay. Learn more about K-12 teachers’ experiences by downloading our perspective paper: https://lnkd.in/gD39iq2c

Many education leaders once assumed that K-12 teachers would always stay within the profession — regardless of hardship — because educators believe so strongly in the mission and purpose of their work. However, it’s clear that the job description of a K-12 educator has been widely disrupted by new expectations, evolving resource needs and changing technology. While teaching has always been a demanding profession, recent changes have made it even more difficult and stressful. Learn more about the experience of K-12 educators here: https://lnkd.in/grfS7UtT

“Speaking at the 2024 Gallup at Work Summit fills me with excitement because it's an opportunity to inspire and be inspired. Everyone deserves a workplace where they can thrive — a vision I refer to as ‘Workplace Utopia.’” -Georgetown University Professor Dr. Ella F. Washington Don’t miss out on the chance to hear from Dr. Washington at this year’s Summit, where you'll discover strategies for creating a thriving workplace. Learn more here: https://lnkd.in/gCiQkgTK #GallupAtWork

The U.S. now has a ratio of 1.8 engaged employees for every actively disengaged employee. This compares to a ratio of 2.1-to-1 in 2023. The 2024 first quarter finding is the lowest percentage engaged and ratio of engaged to actively disengaged employees since 2013, where 31% were engaged and the ratio was 1.6 engaged for every actively disengaged employee. The record-high percentage of engaged employees was recorded in 2020, at 36%. Since that peak, six points fewer, or 9.6 million fewer workers are now engaged. Learn how some organizations are bucking this downward trend: https://lnkd.in/gz-9BkQS