Workplace

Employee engagement has fallen from its 2020 peak, with sharp drops among younger workers as role clarity, feeling cared about and development erode.

Frequent use of AI in the workplace has continued to rise, while overall use has remained level. Use varies widely by industry, role type and job level.

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.

Promoting top frontline performers into supervisors can backfire. Gallup data show why promoting based on supervisory talent and offering managerial training matters.

New Gallup data show a continued rise in AI adoption rates across the U.S. workforce from Q2 to Q3 2025.

Purpose drives employee engagement and retention, but most workplaces undervalue it, and many U.S. employees say their jobs fall short of providing purpose.

Despite rising investment, few firms see AI ROI. The missing link: managers who encourage the adoption of AI by guiding employees and workflows.

One in four U.S. workers lack advancement or mentorship, limiting job satisfaction and growth opportunities.

Use of the hybrid work model has leveled off. Its success depends less on company mandates and more on how teams coordinate schedules and build trust.

Remote workers are working fewer hours, but that doesn't mean productivity is falling. Here's how remote work is reshaping output and leadership.

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

U.S. employees who report having more influence on new technology adoption at work express greater job satisfaction than workers with less influence.

Gen Z prefers hybrid work over fully remote and is more likely than older generations to want employees in the office more often.

Despite upskilling needs, most CHROs struggle with employee development. Removing barriers and thinking beyond traditional approaches can help.

White-collar workers and leaders are the primary users. Leaders can further drive AI adoption by clearly communicating why and how to use it.

Decades of economic research show that technology initiatives that marginalize the human element frequently fall short and sometimes backfire.

Remote workers are more engaged but also isolated, stressed and feeling emotional strain. Autonomy and technology may be to blame.

Neurodiverse employees bring unique capabilities but face amplified workplace challenges. Addressing these challenges benefits every employee.

Global engagement fell in 2024, as did employee thriving. Managers experienced the sharpest engagement decline — a blow to global productivity.