Gallup

How are employees using AI to boost productivity and what’s driving the growing partisan divide over election integrity? We're breaking down the latest insights on AI adoption in the workplace and the evolving landscape of voter confidence to help you stay informed on the trends shaping today’s world. Dive into the details in this week’s edition of Gallup’s Front Page newsletter.

Latest Gallup data finds that 41% of employees report experiencing “a lot of stress.” Stress varies significantly depending on how organizations are run. Employees working in companies with bad management practices (actively disengaged employees) are 60% more likely to be stressed than those working in environments with good management practices (engaged employees). In fact, experiencing "a lot of stress” is reported 30% more frequently by employees working under bad management than by the unemployed. Leaders know workplace stress is a problem — they’ve seen the data, heard it from their colleagues and experienced it themselves. A quarter of leaders feel burned out often or always, and two-thirds feel it at least sometimes. Many are trying to address it, but often in ineffective ways. This #WorldMentalHealthDay, explore the data behind how great managers can improve mental health: https://lnkd.in/e-YWfBTu

Turnover is expensive for organizations.  Gallup estimates that replacing leaders and managers costs about 200% of their salary, replacing employees in technical roles costs 80% of their salary, and replacing frontline workers costs 40% of their salary, along with unmeasured losses in morale and knowledge.  When a top performer leaves, it can cause other employees to reevaluate their own roles, worry about job security or even question the company’s future. Voluntary turnover can also eliminate role expertise gained from years of performing well and disrupt workplace friendships that boost engagement. The costs extend beyond monetary losses.  Employees who receive high-quality recognition are less likely to leave their jobs. Longitudinal data from 2022 to 2024 show that well-recognized employees are 45% less likely to leave after two years.  Discover how to provide the type of recognition that improves employee retention: https://lnkd.in/gNg7mCjp

Managers are the front line in shaping ethical behavior. In fact, Gallup finds that 50% of employees who reported instances of unethical behavior turned to their manager first. When managers fulfill the three aspects of building a culture of ethical behavior — modeling integrity, discussing ethics, and addressing unethical behavior — they significantly lower the chances of misconduct happening in the first place. Unfortunately, more than half (53%) of U.S. employees do not strongly agree their manager fulfills any aspect of building a culture of ethical behavior. Managers who actively build ethical cultures don’t just prevent unethical behavior—they create environments where engagement, trust, and innovation can flourish. Employees with such managers are 3.2 times as likely to be engaged, 3.8 times as likely to strongly agree that their organization cares about their wellbeing and 4.7 times as likely to feel connected to their organization’s culture. Learn more about how encouraging and supporting managers to build a culture of ethics can significantly reduce unethical behavior while simultaneously boosting employee engagement: https://lnkd.in/g33a-_xH

Employees who strongly agree their organization encourages them to learn new skills are 8.4 times as likely to strongly agree that there is a path for them to grow in their organization, 47% less likely to be searching or watching for another job, and 4.2 times as likely to be engaged.  However, the reality is that most organizations aren’t properly upskilling their employees for success in the future, nor are they using recognition to promote development. Just 14% of employees say learning a new skill is one of the most common reasons employees at their organization are recognized, thanked or appreciated.  Research from Gallup and Workhuman finds that strategic recognition is a powerful tool to strengthen culture and communicate priorities by positively reinforcing behaviors that are critical to an organization’s success. Leaders and managers who aim to modernize their workforce through upskilling can underscore its importance and reward employees who take initiative in their learning and development. Uncover insights and strategies for driving growth through strategic recognition. https://lnkd.in/gduvENEB

How equipped are hybrid workers—and their managers—to succeed in today’s flexible work environment? And what’s behind the restaurant industry’s downturn in ratings? We're unpacking the latest workplace and business insights to help you stay ahead of the curve. Explore the latest trends in this week's edition of Gallup's Front Page newsletter. 

During the 79th session of the United Nations General Assembly in NYC last week, Gallup leaders participated in multiple high-impact discussions, events and collaborations to address some of today’s most pressing global challenges. At a United Nations General Assembly High-level Meeting side event hosted by One Health Trust and other partners, Gallup Managing Director Ilana Ron Levey, in collaboration with the Centers for Disease Control and Prevention and the CDC Foundation, shared preliminary findings on awareness of antimicrobial resistance (AMR) and understanding of AMR as a public health threat among select audiences in the United States, South Africa and India. AMR is an urgent global health challenge, jeopardizing the capacity to treat infections and protect public health, and claiming over 1.27 million lives globally each year. This new research can play a crucial role in guiding future efforts to measure global understanding of AMR and can help shape policies to combat this global health threat and protect people worldwide. Gallup CEO Jon Clifton, Partner Andrew Rzepa, and Senior Consultant Kristjan Archer met with Her Highness Sheikha Shamma bint Sultan bin Khalifa Al Nahyan to discuss Gallup’s support for the UN Sustainable Development Goals and expanding our reach in the UAE, as well as to learn more about Her Highness’ efforts to accelerate climate action across the UAE. These weren't the only climate conversations happening last week — Gallup and the Walton Family Foundation released new data on Gen Z’s thoughts on climate change, and new findings from our partnership with Lloyd's Register Foundation World Risk Poll highlighted, for the first time, the true scale of the global issue of open burning. Jon Clifton joined a distinguished panel at Concordia’s Annual Summit to discuss the theme of unity in America during a time of political fragmentation, shifting socioeconomic developments and immense technological advancements. The conversation touched on the importance of public-private collaboration, with Jon sharing insights on the media’s role in informing the public and Gallup’s research on U.S. confidence in mass media. Watch the full conversation here: https://lnkd.in/e4YB6Vb8 Gallup is proud to contribute to these pivotal global conversations, helping to shape a more sustainable, informed and healthy future for all.

We've all heard the phrase, "see something, say something," but does it hold true in the workplace? Gallup research shows that only 43% of employees who witnessed unethical behavior in the past year reported it. Top reasons for not reporting include fear of inaction (22%), fear of retaliation (20%), and negative past experiences (9%). When unethical behavior is ignored, trust and morale suffer, leading to disengagement or turnover. Employees who witness unethical actions are 70% less likely to feel connected to their organization’s culture and 45% more likely to seek another job. Building a culture of trust and accountability is key to boosting engagement and retention. Get our latest insights here: https://lnkd.in/eTncNTnW

Recent research from Gallup and Workhuman reveals that both managers and individual contributors are largely unprepared to deliver personalized recognition, with only 13% of employees strongly agreeing they know how their coworkers prefer to be recognized. If all employees in an organization were better equipped to give feedback and recognition to their peers, the impact could be profound. Employees who strongly agree they know how their coworkers like to be recognized are 2.6 times more likely to strongly agree they have meaningful connections with their colleagues and 2.9 times more likely to strongly agree they feel connected to their organization’s culture. Despite the importance of individual recognition preferences, many organizations still restrict recognition to major accomplishments, projects and work anniversaries. Regular recognition can help managers ease or even eliminate tensions during difficult conversations when critical, negative feedback is necessary. Normalizing check-ins reduces the likelihood that these moments will feel overwhelmingly consequential for both parties. Explore more strategies to transform feedback within your organization. https://lnkd.in/g6DF9xNZ

Though confidence in organized labor is stable, U.S. approval of labor unions — one of Gallup’s oldest trends — has seen a major rebound over the past 15 years. More recently, Gallup research has yielded new insights about the experiences of union members themselves amid this eventful period for the labor movement. This week’s guests include: Gallup Senior Editor Megan Thee Brenan Brenan, Gallup Director of Research and Strategy, Workplace Management Ben Wigert, Ph.D, MBA, Executive Director for Gallup's Federal Government Initiative Mike Ritz, and Secretary-Treasurer and incoming President for the Rhode Island AFL-CIO Patrick Crowley. Led by Gallup Executive Producer and Host Justin McCarthy. Tune in to the latest episode of The Gallup Podcast for an in-depth look at confidence in labor unions — listen in below or wherever you get your podcasts: https://lnkd.in/gr5g8APW