Wednesday, December 18, 2024
On employee engagement, wellbeing and management.
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| In this year's final Gallup at Work newsletter, we asked Gallup's workplace scientists to reflect on three of Gallup's biggest findings in the past year and what they mean for leaders in the year to come. For even more discoveries, read our latest workplace article, 7 Workplace Challenges for 2025. | | | Employee Satisfaction Has Reached a Historic Low | | | The Finding In 2024, employee engagement reached an 11-year low, employee satisfaction returned to a record low, and employees are seeking new jobs at the highest level since 2015. Why It Matters Jim Harter, Ph.D., Chief Scientist of Workplace Management and Wellbeing: "Leaders should define what they want in their workplace culture and how that aligns with the organization's purpose and value to customers. "It is important that leaders lead through their own strengths but continue to bring clarity to the organization's purpose, approach to people, key decisions and performance. "In the short term, upskill managers to shorten the distance between employees and the organization through clear priorities, ongoing feedback and accountability. In the long term, select the organization's next managers who have the innate talents to engage and inspire employees in the changed workplace." The Full Story: The Great Detachment: Why Employees Feel Stuck | | | Strategies for Supporting Employee Wellbeing Need a Rethink | | | The Finding The percentage of U.S. employees who are thriving in life reached a new record low in 2024. Why It Matters Dan Witters, Research Director, Gallup National Health and Well-Being Index: "How workers think about and evaluate their lives is largely a reflection of how they live their lives more broadly across all five of the essential elements of wellbeing. "Workers classified as 'thriving' show much lower rates of unplanned absenteeism, burnout, healthcare utilization and turnover than do those who are not thriving. "These workers also have better mental health, are more psychologically connected to their workplaces, and are substantially better ambassadors externally for their employers." The Full Story: U.S. Employee Life Evaluation Hits New Record Low | | | Managers Need to Give More Meaningful Feedback and Recognition | | | The Finding The biggest gap between how managers think they are doing and how employees feel they are managed comes down to feedback and recognition. Why It Matters Ben Wigert, Ph.D., Director of Research and Strategy, Workplace Management: "Managers want their team to feel appreciated, informed and collaborative. Unfortunately, managers' efforts to meet these needs are not fully landing with employees, leaving critical gaps for managers to close. "A clear call to action here is: Your managers need the development, feedback and support necessary to lead people effectively and develop highly productive teams." The Full Story: The Strengths, Weaknesses and Blind Spots of Managers | | | Get Prepared for 2025 | | Our researchers and experts uncovered insights this year on these and other topics that shape workplace leadership now and in the new year. | | | | Explore More: 7 Workplace Challenges for 2025 | | |
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