Gallup

Engaged employees aren’t just “happy” — they’re committed, enthusiastic and aligned with their company’s mission. And they need more than a good paycheck to get there. They want purpose. They want to be recognized for what makes them unique. And they want meaningful relationships — especially with a manager who can coach them to the next level. To engage today’s workforce, leaders need to understand a fundamental truth: the workplace has evolved. What employees expect from their jobs has changed, and so must the way leaders lead. If leaders want better engagement and better outcomes, they have to start by transforming how managers lead teams. https://lnkd.in/dAHBsKBv

In 2025, 68% of Americans say they approve of labor unions, extending a five-year stretch of support at levels last recorded in the late 1950s and early 1960s. Gallup first measured union approval in 1936, when 72% of Americans expressed support. Approval reached 75% in the 1950s, declined in the decades that followed and fell below 50% only once, in 2009. Since 2017, approval has remained above 60%, the longest sustained period at that level in over half a century. For workplace leaders, these long-term patterns provide insight into how Americans view representation and worker voice — dynamics that continue to shape today’s labor landscape. Explore the full history of union approval in the United States: https://lnkd.in/gsnGa24w 

Leaders today face a range of challenges: staffing shortages, shifting customer behavior, economic pressures and rapid technological change. But many management practices haven’t kept pace, and outdated systems are limiting progress. Engagement is the lever that can help leaders adapt amid disruption. That means rethinking how culture forms, how feedback flows, how resources are allocated and how performance is managed. Successful organizations will be the ones that modernize management, not just operations. https://lnkd.in/gzfMZCfi

When employees were asked what’s missing from their work experience, their answers pointed to four gaps: culture that fosters belonging and wellbeing, transparent communication from leaders, investments in pay and resources, and opportunities for recognition and growth. These aren’t perks — they’re the foundation of engagement. When they’re absent, detachment grows. When they’re present, employees are more likely to connect with their organization and perform at their best. Swipe to explore the four themes exploring why employees are detached, then tap here to learn more: https://lnkd.in/dg-MekrS

What do employees really need to feel engaged at work? Gallup’s Q12 hierarchy shows how engagement builds from basic needs like clear expectations and the right tools to deeper drivers like ongoing development and purpose. When these needs are consistently met, the impact is real. Teams in the top quartile of engagement see 23% higher profitability, 18% higher sales productivity and 70% higher wellbeing. They also experience significantly less turnover, fewer safety incidents and fewer quality defects. Understanding the progression of employee needs empowers leaders to create environments where people can do their best work — and stay. https://lnkd.in/dMgy3y7A

Remote-capable employees are working fewer hours than they did before the pandemic. But does that mean output has fallen? Not exactly. Research shows that reduced hours don’t automatically mean reduced productivity. Instead, when organizations broaden their talent pool through remote flexibility, they often find candidates who are a better job fit — and with that, steady or improved productivity. The key is not just where people work, but how leaders set expectations, manage performance and build trust. Remote work flexibility can be a benefit. Strong management makes it a strategy. Learn more: https://lnkd.in/gn7aCt7z

Fewer than one in five U.S. employees (19%) are extremely satisfied with their employer as a place to work. At the same time, more than half (51%) are watching for or actively seeking a new job. This dual trend points to a deeper reality: Employees might be staying — but they’re not thriving. And without a meaningful connection to their role or employer, even those who remain may quietly disengage, eroding culture and performance. Leaders who respond with clarity and consistency have an opportunity to turn detachment into renewed commitment. Learn more: https://lnkd.in/eRgkePas

Engaged employees don’t just feel better — they perform better. Organizations with highly engaged teams consistently outperform others and often see higher productivity and profitability, lower absenteeism and turnover, fewer safety incidents and quality defects, and stronger customer loyalty. But despite widespread efforts to measure engagement, many organizations struggle to improve it. Without a clear strategy, engagement efforts lose momentum and, with it, employee trust. Gallup research shows that improving engagement takes more than feedback — it requires a repeatable approach, clearly defined roles and sustained accountability. Explore what sets high-performing organizations apart from others: https://lnkd.in/dETG8hk6

A 96% desistance rate. A 72% increase in hope. And 38 (and counting) new businesses launched. Inside Nebraska’s prisons, RISE is proving what happens when you build on strengths instead of deficits. Its six-month reentry program embeds CliftonStrengths into every part of the curriculum — shifting focus from past mistakes to inherent potential. Participants leave not only with skills, but with a new identity grounded in their strengths. Some reenter the workforce. Others launch new ventures aligned with their strengths through RISE’s 12-week Business Academy — with some already starting a second enterprise. This is more than reentry. It’s measurable human and economic transformation. Learn how people are rebuilding their lives and creating lasting social impact… one strength at a time. https://lnkd.in/gECG_FV5

At midyear 2025, U.S. employees are still detached from their organizations. Just 32% are engaged in their work, a stagnation that reflects deeper organizational challenges leaders can’t afford to ignore. Transitions to hybrid and remote work, shifting expectations, inefficient performance management practices and ongoing disruption have made managing people more complex than ever. But one truth remains: Engaged employees perform better. Gallup’s latest data show that roughly 1 in 3 employees feel connected to their mission or encouraged to grow. The cost of disengagement? Nearly $2 trillion in lost productivity. The path forward demands clarity, consistency and a renewed focus on culture — starting with how leaders show up every day. Learn more from Gallup’s midyear engagement update: https://lnkd.in/gFwDBkNf