Gallup

As artificial intelligence becomes increasingly prominent in society, Americans continue to see few upsides to using it in business. Three-quarters of Americans say AI will reduce the total number of jobs in the country over the next 10 years, 85% are concerned about using AI for hiring decisions, and 77% do not trust businesses much (44%) or at all (33%) to use AI responsibly. However, there are actions businesses can take to alleviate these concerns. When asked to choose from a list of actions that businesses can take to most reduce concerns about AI, Americans most frequently say companies should be transparent about how AI is being used in business practices (57%). Full story: https://lnkd.in/gZHZXSn3

Work location undeniably shapes an employee’s experience, with fully remote (37%) and hybrid workers (36%) showing higher engagement than their on-site peers (30%). However, good managers and business practices have a much greater impact on key employee outcomes than location alone. Research from Gallup and Workhuman confirms that prioritizing the human element in workplace culture leads to significant improvements in employee wellbeing, regardless of where work is done. Explore strategies to enhance wellbeing for on-site, hybrid, and remote employees. https://lnkd.in/gWarkRtZ

As the United States celebrates Labor Day, it’s worth asking: how are American workers really feeling? Gallup's latest data reveals a troubling finding — 28% of U.S. employees report they feel burned out at work "very often" or "always,” up from 26% earlier this year. Meanwhile, only 51% report they are thriving, down two points from early 2024. Thriving employees fuel a thriving workplace — and when employees are struggling, experiencing negative emotions or feeling burned out, organizations can suffer. Stay up to date on key employee wellbeing measures including life evaluation, daily negative emotions, burnout and more: https://lnkd.in/grE3-5D7

In early 2024, nearly half (45%) of U.S. employees said they had discussed political issues with a coworker in the past month. This percentage has likely only increased as the presidential election nears. These encounters are about twice as common among fully on-site employees (54%) as among exclusively remote workers (28%). However, rather than fall in the middle, hybrid workers (48%) report having such conversations nearly as much as fully on-site workers do. While these conversations can help build connections and deepen relationships among colleagues, they can also cause harm — particularly if workers are already disengaged on the job. With employee engagement hitting an 11-year low in the first quarter of 2024 and perceptions of being cared about at work on a decline since 2020, workplaces may be particularly vulnerable to the corrosive effect of politics as the election unfolds. As the 2024 presidential election intensifies, the potential for political discussions to impact workplace dynamics grows. Explore engagement strategies to mitigate the effects here: https://lnkd.in/gQDG4t4K

Why does workplace culture matter? A strong workplace culture — the unique way that an organization lives out its purpose and delivers on its brand promise to customers — functions as a differentiator in the marketplace. Employees and teams that feel strongly aligned with their culture are four times as likely to be engaged at work and 62% less likely to feel burned out. Unfortunately, only two in 10 U.S. employees strongly agree that they feel connected to their workplace culture.  Explore our findings here: https://lnkd.in/gNHChNFf

Latest Gallup insights find that 76% of full-time hybrid workers in the U.S. most often cite improved work-life balance as a top advantage of hybrid work. This sentiment is even clearer among exclusively remote workers, with 85% saying that improved work-life balance is among the greatest benefits of remote work.   However, the data on daily experiences across work locations tell a more complex story. Fully remote workers are most likely (33%) to strongly agree that they are able to maintain a healthy balance between work and personal commitments, but hybrid (27%) and on-site (25%) workers report experiences with work-life balance that are not significantly different from each other. Similarly, employees across all three work arrangements experience frequent burnout at statistically similar rates.  Undoubtedly, work location plays a fundamental role in an employee’s work experience. However, key outcomes related to employee experience are much more strongly influenced by good managers and business practices.  Full story here: https://lnkd.in/gYTNUEvB

Just over half (51%) of U.S. employees are currently looking for a different job, up three percentage points from November 2023. Issues related to compensation and benefits, development and career growth, and direct supervisor/manager or senior leadership were most often cited as primary reasons for employees leaving their previous jobs. Discover additional insights into all matters relating to employee retention and attraction: https://lnkd.in/g7zns3zv

As of May 2024, 93% of all employees in remote-capable jobs prefer to work remotely at least some of their work week. The majority (61%) of on-site workers working a full-time job with remote capability would prefer a hybrid work arrangement and an additional 28% would prefer to be fully remote. Many cite work-life balance and wellbeing as a main reason.   However, employee wellbeing hinges more on management than work mode. New research from Gallup and Workhuman confirms that focusing on the human element of workplace culture results in meaningful differences in employee wellbeing, regardless of where work is done.   Discover more insights here: https://lnkd.in/g6ZcutSB

By examining employee perceptions of leadership, organizations can discover opportunities to implement leadership best practices that can positively affect their organizational outcomes. As of May 2024, Gallup finds only 23% of employees strongly agreed they trust the leadership of their organization. When leaders and managers are trusted and inspirational, employees find meaning in their work, feel like part of your culture and perform better. Employees who strongly agree they trust the leadership of their organization are 4.0 times as likely to be engaged and 58% less likely to be watching for or actively seeking a new job. Learn more about the current state of leadership and management perceptions here: https://lnkd.in/gaiRM6WJ

With only 22% of employees strongly agreeing their performance is managed in a way that motivates them to do outstanding work, it is important for organizations to redesign their performance review processes to align with organizational values and business goals. Leaders should also consider involving multiple stakeholders (e.g., managers, peers and other employees) in talent reviews. These diverse perspectives can offer a more holistic assessment of an individual’s performance and potential that can accelerate their development. Technology can also enhance the talent review processes. Digital platforms can track data, facilitate discussions and update development plans, allowing managers more time to discuss individual development needs. Learn more about effective succession planning and talent development here: https://lnkd.in/gY2Ckbzb