Gallup

Global employee engagement declined in 2024. Just 21% of workers were engaged, the lowest rate since 2021. However, a group of organizations continues to chart a different course. Gallup’s best-practice workplaces report engagement rates near 70% — more than triple the global average. These are not anomalies. They are evidence of what becomes possible when leaders approach engagement not as a program but as a core element of how they manage people and performance. Explore Gallup’s latest State of the Global Workplace report for actions leaders can take to make engagement a priority. https://lnkd.in/g-NQu-39

Fewer employees around the world are thriving. In 2024, the percentage of workers who said they were thriving in life dropped to 33%, down from recent highs and matching the decline seen during the COVID-19 pandemic. This trend was not universal, but in regions like the U.S. and Canada and Australia and New Zealand, the drop was especially sharp. Life ratings in these regions are now well below historical norms — driven, in part, by dissatisfaction with income and quality of life. Gallup’s 2025 State of the Global Workplace report explores what these shifts in thriving mean for the global workforce and why they matter for leaders. the full report: https://lnkd.in/gYshmq2v

Gallup’s Transforming Workplace Culture Sydney event brought together leaders to address one of today’s most urgent challenges: building cultures that drive performance, foster innovation and maximize human potential. This one-day learning experience featured data-driven strategies from leaders who have successfully reshaped their workplace cultures — alongside Gallup experts unpacking the latest research on engagement, performance and the evolving workplace. From interactive sessions to invaluable networking, attendees left with practical tools to elevate both people and performance. #TWCSydney Continue exploring Gallup’s latest insights shaping the world of work here: https://lnkd.in/gTaVwGHH

Clear gaps are emerging in how Gen Z engages with AI at work. 77% of Heartland Gen Zers have used generative AI, and 43% use it weekly, but only 9% feel “extremely prepared” to use AI in their jobs. Workplace policies are a major factor. Just 36% of Gen Z workers say their employer allows them to use AI. Another 31% say they are either prohibited from using it or are unsure about workplace policies and 33% say AI does not exist for their role. Perceptions differ sharply by industry: 44% of Gen Z workers in healthcare, service and blue-collar roles say AI does not exist for their work — compared with just 10% of those in STEM fields. As AI adoption accelerates, workplace policies and job relevance will play a critical role in shaping how Gen Z uses these tools. Explore the full findings from Heartland Forward, Walton Family Foundation and Gallup’s research on how Heartland Gen Zers view AI, its impact on school and work, and how prepared they feel for an AI-driven job market: https://lnkd.in/gvgVDv6S

Global employee engagement declined in 2024 — but not evenly. The sharpest drop came from the people organizations rely on most: their managers. Engagement among managers fell from 30% to 27%. For younger managers, the decline was five points. For female managers, it was seven. When manager engagement drops, team performance follows — productivity drops, absenteeism rises and morale suffers. The strain is visible across entire organizations and even shows up in country-level data. After years of post-pandemic turnover, rapid restructuring, tighter budgets, new technologies and shifting expectations around flexibility, managers have been asked to hold it all together. Now, the cracks are showing. Gallup’s 2025 State of the Global Workplace report explains what’s behind the decline and what leaders need to do next. https://lnkd.in/gwr6bGUT

Education continues to be viewed as a pathway to meaningful work and most students remain confident in its value. Between 85% and 92% of currently enrolled students believe the degree or credential they’re pursuing will teach them job-related skills, get them a job they love doing and help them earn enough money to live comfortably. Among bachelor’s degree students specifically, that confidence remains strong — even amid uncertainty in the higher education landscape. Why does this matter? Career outcomes remain the primary motivator for enrollment. Students aren't just looking for a credential — they’re investing in their future. And the majority still believe that investment will pay off. When students trust that their program will lead to meaningful work, it sustains their motivation — even when challenges like cost, caregiving and mental health threaten to derail their journey. Explore Lumina Foundation and Gallup’s 2025 State of Higher Education report for full insights into how currently enrolled students, stopped-out adults and never-enrolled adults view the value of education, their interest in pursuing a degree or credential and the barriers they face along the way. https://lnkd.in/gsdXYdnq

One of the most concerning trends in 2024 wasn’t just the drop in employee wellbeing — it was who experienced it. Managers. Older managers (aged 35+) saw a five-point drop in life evaluation scores. Female managers, seven points. Meanwhile, wellbeing for non-managers improved slightly. The consequences are existential for a business. Manager burnout eventually leads to declining performance, increased absenteeism and increased turnover — impacting the people they lead and the organization itself. If leaders want to build sustainable workplaces, they must prioritize the wellbeing of those they ask to lead. Explore the data behind the decline and the solutions forward in Gallup’s 2025 State of the Global Workplace report. https://lnkd.in/gwZkuQqh

Fully remote workers are the most engaged at work — but also among the least likely to be thriving in life.   Gallup’s latest State of the Global Workplace report finds that 31% of fully remote workers are engaged — more than hybrid (23%), on-site remote-capable (23%), and on-site non-remote-capable workers (19%).   But engagement isn’t the whole story.   Only 36% of fully remote workers are thriving in their lives, compared with 42% of hybrid and 42% of on-site remote-capable workers. Exclusively remote workers are also more likely to report feeling anger, sadness, loneliness and stress than their on-site peers.   Autonomy can enhance engagement, but it also risks blurring boundaries and increasing isolation. As remote work becomes a long-term reality, leaders must prioritize both engagement and wellbeing to ensure long-term performance. Learn more: https://lnkd.in/gsxJRFC4 

What happens when people lack an emotional connection to their work? Productivity declines — and so does organizational performance.   Optimizing workplaces for employee engagement isn’t just good for people — it’s a global economic opportunity. Gallup research shows that fully embracing this approach could unlock over $9 trillion in global GDP.   Gallup CEO Jon Clifton ed Bloomberg News during the Milken Institute Global Conference 2025 to explain. Explore the full research — and the actions leaders can take to create high-performing workplaces:  https://lnkd.in/geaffZVQ

At SEMAFOR’s World Economy Summit 2025, Gallup CEO Jon Clifton explored one of the key challenges facing global leaders today — how to build workplaces that drive performance and productivity in a labor market defined by constant change.   As CEOs, policymakers and labor experts strategize how to recruit and retain top talent amid ongoing economic and technological shifts, Gallup’s global data provide critical context: just 21% of employees worldwide are engaged at work, and stress remains at record highs.   Listen as Clifton explains how a two-point drop in global engagement is estimated to cost the global economy $438 billion in lost productivity — a data point that quantifies the economic impact of workforce disengagement.   Explore this finding and other critical insights in Gallup’s 2025 State of the Global Workplace report: https://lnkd.in/dGFExpbQ