Gallup

With employee turnover risk surging to its highest level since 2015, are Americans entering “The Great Detachment” period? Gallup's latest data finds over half (51%) of U.S. employees are either watching for or actively seeking new job opportunities. This marks a continuation of an upward trend, signaling a growing restlessness among the workforce. Despite the stabilization of voluntary turnover rates driven by cooling economic and job markets, employees' long-term commitment to their organizations is now at a nine-year low. What is causing people to detach from their employers? Two key elements of employee elements have rapidly declined to their lowest levels on record since 2007: 1) clarity of expectations at work 2) feeling connected to their company’s mission and purpose Currently, managers are even more likely to feel detached from their employer on these metrics than the team members they lead. These historic trends highlight a critical challenge for companies striving to retain their talent and maintain organizational stability. More insights on this trend and what leaders can do here: https://lnkd.in/gTznN4y4

Just 28% of hybrid managers are trained by their organization to lead a hybrid team. If leaders want their hybrid teams to succeed, they must be trained to work together more effectively in a hybrid environment. And this upskilling for hybrid workers should start with training and supporting their managers. None of this happens organically, especially as team members change roles and cross-functional collaboration adds complexities for matrixed teams. It’s ultimately up to leaders to make hybrid teams work. The productivity of tomorrow’s hybrid workforce depends on it. Learn more here: https://lnkd.in/g9gYG3hX

After hitting an 11-year low in the first quarter of 2024, U.S. employee engagement improved slightly in the second quarter, rising from 30% to 32% being fully engaged at work. This uptick translates to an increase of 3.2 million American full- and part-time workers feeling involved in and enthusiastic about their work. While this increase in engaged employees falls short of the 2020 U.S. high of 36%, it mirrors the levels seen throughout most of 2022. Discover which elements of engagement are improving and which need your attention: https://lnkd.in/gKKcatdn

Gallup’s latest measure shows half of U.S. employees (51%) are watching or actively seeking a new job, continuing a recent upward trend. While voluntary employee turnover rates have stabilized since the Great Resignation due to cooling economic and job markets, employees’ long-term commitment to their organizations is currently the lowest it has been in nine years. Gallup is coining this phenomenon, “The Great Detachment.” The leading causes of this detachment include historic declines in overall satisfaction at work, clarity of expectations, and employees feeling connected to their company’s mission and purpose. With new employee retention challenges emerging, leaders must consider that failing to act could lead to costly replacements in the future. https://lnkd.in/erZFj_UN

The German labor market remains competitive even as the economy struggles to grow in 2024. Employers must take action to address the critical skills shortages that are impeding growth. The country’s low proportion of engaged employees is exacerbating the skills shortage. Just 14% of Germany’s workforce is engaged, according to Gallup’s most recent measurement. At the other end of the spectrum, the proportion of actively disengaged workers has reached its highest level since 2012. Nearly a fifth of Germany’s workforce is actively disengaged. Learn what steps German companies can take to engage their workforce, improve retention and address these critical skills shortages. https://lnkd.in/gH_YyDUN

Currently, only 21% of hybrid workers have received required or optional training for how to work effectively in a hybrid work environment. The managers who lead these individuals are not much better off: Just 28% of hybrid managers are trained by their organization to lead a hybrid team. Plans and best practices for elevating teamwork are more effective when organizations teach people how to work differently. Hybrid workers need to individually and collectively learn how to make the most of hybrid work while adapting to its challenges. Learn more about boosting productivity for hybrid teams here: https://lnkd.in/g78GXU7h

Three in 10 managers globally are engaged -- feel involved and enthusiastic -- in their jobs. Gallup’s meta-analysis of more than 200,000 manager-led teams found that more highly engaged managers have more engaged teams. Gallup’s recent State of the Global Workplace report found this connection between manager and employee engagement extends to the country level. Countries with a higher percentage of engaged managers have a higher percentage of engaged employees overall. Countries in the upper half of manager engagement are two times as likely to have engaged non-managers. Learn more about the importance of manager engagement here: https://lnkd.in/eCFTrbkF

Given leaders’ perceived lack of effectiveness in managing employee departures, Gallup conducted a nationally representative study of individuals who voluntarily left an employer in the past 12 months and asked them to share their exit experience. The findings show that positive exit experiences are important for driving key organizational outcomes. Learn how managers’ reactions to exit decisions influence these outcomes. https://lnkd.in/gxwUaj7F

Gallup finds that employees are 66% more likely to be engaged at work and 29% less likely to be burned out if they have a plan for hybrid collaboration. Individual contributors are more likely to be without a plan for hybrid collaboration (51% no plan) than their managers (46%) and leaders (39%), showing gaps in how well hybrid work is arranged throughout organizations. These disparities may also reflect how roles requiring complex levels of leadership collaboration are especially in need of well-orchestrated hybrid teamwork. Often referred to as “team charters,” plans for hybrid teamwork should include the team’s agreed on mission, goals, strengths and ways of working. Discover opportunities for improvement in the plans, practices, feedback, and training of hybrid teams. https://lnkd.in/gRZrkBQK

Gallup finds 77% of the global workforce is not engaged or actively disengaged, costing the global economy trillions. ⁠ ⁠ In 2023, global employee engagement stagnated, and employee wellbeing declined. While both measures are at or near record highs, their lack of improvement is notable, as they follow multiple years of steady increases. Explore these findings and learn what leaders can do about them in our State of the Global Workplace: 2024 Report. https://lnkd.in/g969mq2E