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GBJ Surveys

Explore Gallup's research.

Germany's economy, the largest in the European Union, has stalled. Various regional and global factors are contributing to the country's decline in economic confidence, but high among them is lack of employee engagement.

The vast majority of the German workforce is not engaged with its work. Though not a hot topic at last week's G-20 summit, this presents a serious threat to productivity -- and ultimately to Germany's gross domestic product.

Nearly one quarter of U.S. employees -- and 51% of actively disengaged workers -- would sack their managers if given the chance, according to the latest GMJ survey. Engaged employees, however, are far more charitable to their supervisors.

A recent Gallup study of the U.S. workforce reveals this simple yet powerful formula: strengths development + engagement = innovation. Learn more about this national study and how its findings can be applied to your company.

Your most engaged employees, that's who. They're the ones most likely to improve your business with "outside-the-box" thinking. In fact, according to a national Gallup Management Journal survey, employee engagement has a significant effect on team-level innovation and customer-service delivery.

The number of disengaged employees grew only slightly last year, according to a Gallup survey. But their disenchantment still adds up to billions of dollars in lost productivity for the country. This article tells how managers in Singapore can reverse the trend.

Gallup research backs up what the comic strip has already told us: The less you like the physical surroundings of your work environment, the more likely you are to be dissatisfied with your job. Read this and other results from the GMJ's latest survey of U.S. employees.

Happy employees are better equipped to handle workplace relationships, stress, and change, according to the latest Gallup Management Journal survey. Companies that understand this, and help employees improve their well-being, can boost their productivity.

More than 90% of the country's workforce isn't engaged at work. And that's just one alarming statistic from a recent Gallup study. How should Japan's executives tackle this problem?

If the Thai government is counting on that country's employees to fuel a vibrant, progressive economy, it should be forewarned that its efforts may remain stuck in neutral. A recent Gallup Employee Engagement Index survey in Thailand revealed that "engaged" employees make up only 12% of the country's employee population.

Learning programs alone don't engage employees, reports a Gallup survey of workers in Singapore, where participation in training is on the decline.

The more engaged employees are at work, the more likely they are to be physically and psychologically healthy, according to the latest GMJ Employee Engagement Index survey of U.S. workers.

Negative relationships at work may be a big reason why so many American employees are not engaged with their jobs, according to the Gallup Management Journal's semi-annual Employee Engagement Index.

For "Generation X" employees, the workplace used to offer seemingly limitless opportunity. Then the 1990s bubble burst, and these young workers started confronting harsh reality. But all isn't lost for these twenty- and thirty-somethings: Gallup's latest U.S. Employee Engagement Index survey offers insights into how companies can re-energize the young and the restive.

The country has a big management problem on its hands: More than 80% of British workers lack any real commitment to their jobs, and a quarter of those are "actively disengaged," according to a recent Gallup survey. This alarming fact has led to low employee retention, high absentee levels, and low productivity. What's worse, the situation hasn't improved over the past couple of years.

Gallup's latest national survey finds Singapore's workforce to be one of the world's most disengaged. What does the country need? Better front-line managers.

For many employees, it has become almost impossible to maintain strict boundaries between their personal and professional lives. For some, it's a serious problem. While all employees struggle from time to time to balance work and family responsibilities, more than half of all actively disengaged ones -- those who are profoundly disconnected from their work -- report that work stress has caused them to "behave poorly" with their family or friends.

Fears of corporate corruption and its fallout are starting to undermine the confidence of the nation's employees, according to a recent Gallup survey. If employees feel they can't trust the people running their companies, then more than productivity will suffer. Hope still remains, however, among the most engaged employees.

When compassion is called for, your bottom line is at stake. That's what employees told Gallup in our fifth national survey, taken after the Sept. 11 terrorist attacks. Far more employees who felt their companies did an excellent job of responding to the tragedy are engaged than employees who felt their companies responded poorly.

The best and the brightest in any workplace are bound to share certain traits, such as a sense of responsibility and a positive attitude -- and a sense of engagement. What can we learn about boosting engagement by examining the workplace attitudes of different age groups?