Gallup

Employees often make exit decisions without proactive communication. Thirty-six percent of voluntary leavers report that they did not talk to anyone before they made the decision to resign.     Even when employees did talk to someone while deliberating, their managers were frequently left in the dark. Gallup found it was more likely that employees had such discussions with their coworkers than their managers.     If managers want to prevent employee turnover, they cannot wait for employees to express their intentions to leave. The manager is responsible for initiating the right conversations before their employees make the decision to leave their jobs.     Employee discontent and voluntary exits are highly preventable. Learn what your organization can do to prevent turnover: https://lnkd.in/gRhfs-tH

When managers are engaged at work, non-managers are also more likely to be engaged. Remarkably, this correlation appears at the country level. Countries in the upper half of manager engagement are two times as likely to have engaged non-managers.     While economic prosperity and labor protections have a strong correlation to less misery at work, engagement is more closely tied to interpersonal relationships with one’s manager. Gallup has found that 70% of the variance in team engagement can be attributed to the manager. An effective manager motivates team members, moving them from indifferent to inspired.     Learn more in our State of the Global Workplace: 2024 Report. https://lnkd.in/gTTWUHVh

Great managers reduce turnover more effectively than any other role in your organization. In fact, 42% of exiting employees say their manager or organization could have done something to prevent them from leaving.     Gone are the days of command and control — today’s employees want team leaders who can coach them, who value them both as individuals and as employees and who help them understand and build their strengths.     Discover tips for solving the most common challenges of people management. https://lnkd.in/e5QuEK8D

As 2024 draws to a close, discover seven critical workplace challenges organizations will face in the year ahead. Are your leaders equipped to lead through them? https://lnkd.in/gtckyS8a

With 51% of employees open to leaving their organization in 2024, a focus on retention is more important than ever. Gallup’s Q12 Meta-Analysis, the world’s largest study linking employee engagement to team performance, draws on data from over 3.3 million employees across 53 industries. These findings underscore that teams in the top quartile of engagement consistently excel across all measured business outcomes, highlighting the critical value of an engaged workforce. Engaged teams experience 78% less absenteeism, 21% less turnover in high-turnover organizations (those with over 40% annualized turnover), and 51% less turnover in low-turnover organizations. Investing in engagement is not just advantageous; it is essential for sustaining performance and stability. Discover how enhancing engagement can improve retention and performance through insights from Gallup’s Q12 Meta-Analysis. https://lnkd.in/emxDq3hq

The workplace is taking a heavier toll on women, with stress and mental health concerns impacting their careers — and the organizations they support. Gallup’s latest research finds that 51% of working women in the U.S. report feeling stressed a lot of the day yesterday, compared to 39% of men. Additionally, 42% of working women say their job has had a somewhat or extremely negative impact on their mental health over the last six months — 5 percentage points higher than men. When women’s wellbeing suffers, organizations feel it too — lower engagement, higher burnout and more employees looking for new opportunities. Learn how organizations can support women to balance the competing demands of work and life. https://lnkd.in/gAMVrmEp

U.S. employees’ overall satisfaction with their employer has declined to a record low of 18% in both 2022 and 2024. Frustrated employees are struggling to find new opportunities in a slowing job market and an inflationary economy, leaving them feeling stuck with their discontent. Gallup refers to this shift as “The Great Detachment.” While there are various contributing factors to this issue, including rapid organizational change, hybrid and remote growing pains, new employee and customer expectations and broken performance management practices, The Great Detachment coincides with record declines in two critical elements of employee engagement: clarity of expectations at work and feeling connected to the company’s mission and purpose. By focusing on resetting employees’ expectations and priorities and connecting individual contributions to mission and purpose, leaders can start their comeback to a more engaged and committed workforce for 2025. https://lnkd.in/gJx47kZ9

In 2024, Gallup published the 11th edition of its Q12 Meta-Analysis, the most comprehensive global study linking employee engagement to team performance across industries. Drawing insights from over 3.3 million employees across more than 180,000 teams in 53 industries, this research demonstrates a clear, consistent pattern: engaged teams outperform in key organizational metrics, delivering stronger results and experiencing fewer setbacks — regardless of economic conditions. Teams in the top quartile of engagement see significantly higher performance on positive outcomes and markedly lower rates of negative outcomes compared to those in the bottom quartile. Discover the proven impact of engagement on performance with more insights from Gallup’s Q12 Meta-Analysis: https://lnkd.in/g795kh6c

While women and men are similarly likely to strongly agree that their organization provides them with the flexibility needed to address child care responsibilities, women with children are nearly three times as likely as men to strongly agree they are the parent or guardian expected to address unexpected child care issues (64% vs. 22%). Working women with children are also roughly twice as likely as their male counterparts to report having considered reducing their hours (44% vs. 24%), leaving their jobs altogether because of child care issues (38% vs. 15%), or declined or delayed promotions because of personal or family obligations (35% vs. 18%). Discover more insights: https://lnkd.in/gFACxwYR

One in two employees in the United States (51%) are watching for or actively seeking a new job — the highest rate Gallup has measured since 2015. In addition to this, overall employee satisfaction has declined to a record low of 18% in both 2022 and 2024. Despite this, many frustrated employees are struggling to make the leap to a new employer in a cooling job market and an economy marred by inflation. Instead, they are left feeling stuck with their discontent. As organizations set their sights on 2025, learn what’s driving what is being referred to as “The Great Detachment” and how leaders can address these vulnerabilities proactively. https://lnkd.in/g77NKxYm