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The ideal span of control isn't universal. Gallup research shows that a manager's talent and how they spend their time affect performance when managing larger teams.

The percentage of U.S. workers who are engaged at work has been essentially flat this year. While engagement is better than it has been in previous years, employers seem unable to generate momentum.

Employee commitment to customers continues to rise: 43% feel responsible for quality, up five points since 2024. Yet only 23% say their organization delivers on its promises. Staffing shortages remain the top barrier.

U.S. employee engagement is experiencing a prolonged period of stability. Since March, monthly averages have been nearly unchanged with the latest reading for October tracking at 32.1%.

U.S. organizations have made little progress in moving the needle on employee engagement. In May, just 31.5% of employees were engaged in their jobs -- the lowest monthly average for 2015.

Flattening engagement reflects a shift in how leaders must manage performance.

Gallup's monthly U.S. employee engagement figure was unchanged in April at 31.7%.

U.S. employee engagement fell from 32.9% in February to 31.7% in March. Engagement is also down more than one percentage point from the same time in 2014.

Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. Through Gallup Daily tracking, Gallup categorizes workers as "engaged" based on their responses to key workplace ...

It's tempting to press pause on an employee survey during disruption. Here's why you shouldn't.