Gallup

Two percent of CHROs from Fortune 500 companies Gallup recently surveyed strongly agree that their performance management system inspires their employees to improve. Employees tend to share this perspective -- only one in five report that their performance reviews are transparent, are fair or inspire better performance. Gallup conducted a nationally representative study of 18,665 U.S. employees to assess the current state of performance management. We identified three opportunities to improve performance management systems across all industries. Learn more about each opportunity here: https://lnkd.in/gmaz7VEP

The U.S. economy, organizations and communities increasingly rely on mothers. Labor force participation among mothers with young children (ages 0-4) is at an all-time high. Currently, more than 70% of mothers of children younger than age 5 and about 80% of mothers of children ages 5-18 are working. This high level of participation emphasizes the insight and productivity mothers bring to work each day. A recent collaboration between Gallup and Spark! Strategic Solutions explores mothers’ lives and perspectives at the state level, focusing on Idaho. This in-depth examination of motherhood sheds new light on nationwide trends in women’s workplace experiences, which Gallup has been tracking for decades. Read the full story here: https://lnkd.in/gzgJP7Nf

In a competitive market where insurers are always at risk of their star talent being poached, NFU Mutual understands the importance of employee engagement. Having seen the evidence that engagement improves many outcomes that are vital to business performance, NFU Mutual quickly embraced engagement science. To stay competitive, the company has built an authentic employee experience that attracts top talent, improves the lives of employees and inspires excellent performance. Guided by a clear and consistent long-term strategy and a powerful set of principles, this company is following its internal compass as it transforms employee engagement and reinforces its culture. Learn how they partner with Gallup and have maintained the 99th percentile of employee engagement, the top 1% of all organizations Gallup tracks, for six years in a row. https://lnkd.in/gUqVUEgz

If you ask an employee for feedback about their workplace or engagement and then do nothing about it, resentment quickly rises. Nothing builds positive momentum for an engagement initiative more than asking for feedback, doing something about it, and then sharing and celebrating positive results. Here are some steps you can take in response to a survey: 1. Build grassroots accountability. 2. Have effective action planning sessions. 3. Assign action item leaders. Learn more about each step in our 2024 Employee Engagement Strategies Checklist. https://lnkd.in/ewesEGiB

“The study of the American dream, at least from the perceptions of Americans, could not come at a more important time.” Listen in as Gallup CEO Jon Clifton shares insights at the Milken Institute Global Conference and discusses how the alarming decline in American confidence, trust and pride – three data trends Gallup has been studying for decades – could erode the very ethos of America. Watch the full panel discussion here: https://lnkd.in/gs3d4kGZ

Access to high-quality and affordable child care is a well-known barrier for working mothers. With federal funding for child care during COVID-19 ending and states struggling to manage the responsibility on their own, the challenge of accessing good, affordable child care has intensified. In Idaho, despite the vital role of mothers in the workforce, more than 80% of working mothers raising children in their home say that it is somewhat or very difficult to access affordable child care. Although various factors contribute to this challenge, are employers really doing enough to support access to child care? Learn more here: https://lnkd.in/eJuWmAC5

The German labor market is highly competitive, and many employees are open to considering new opportunities. More than seven in 10 German employees (71%) have a positive view of the job market, and one in four (25%) report being approached by a headhunter or recruiter in the past 12 months. Not surprisingly, the strong job market is affecting retention. Just over half of employees (53%) plan to be with their current employer in a year’s time, continuing a five-year downward trend: In 2018, 78% of employees strongly agreed that they planned to be with their current employer in a year. The medium-term trend is equally worrying -- in 2018, 65% of employees said they planned to be working for their current employer in three years. This figure has declined consistently to just 40% according to Gallup’s latest measure. Read the full story here: https://lnkd.in/gxZ5wfE8

In Idaho, only 21% of working mothers who wish they had more help or support in their daily lives say they feel comfortable asking for help when they need it. Proactively offering assistance and ensuring that requests for help are met with consideration and compassion can reduce unmet needs for help and show respect and value for mothers at work. National data indicate that only 39% of women strongly agree that their organization provides the flexibility needed to manage child care responsibilities. Organizations offering this flexibility have employees who are nearly three times as likely to be engaged, about half as likely to be burned out, and 30% less likely to be actively looking or watching for another job opportunity than organizations that do not have flexibility. Flexible work policies like remote or hybrid options, flextime, and similar solutions for helping adapt work schedules to family demands are vital for working mothers. Yet beyond creating these policies, organizations must foster a work culture that truly supports using those opportunities by encouraging empathy and responsiveness to working mothers’ needs. Read the full story here: https://lnkd.in/grz26gEV

A worrying trend in U.S. government workplaces is thwarting mission success: Government agencies are neglecting to meet the emotional needs of their employees. After spiking briefly in 2020 during the COVID-19 pandemic, engagement among federal and state employees retreated in 2021 and has stagnated since. Disruption to the work environment can help explain the stagnation in engagement: Managers and employees alike have grappled with how to work optimally in the hybrid or remote work era. Workers are demanding greater flexibility in their work environment. Striking the balance between flexibility and performance is a challenge for many in government. Read the full story here: https://lnkd.in/g2BHFU8R

Through decades of surveys and interviews with educators, Gallup has identified six pivotal elements of the K-12 workplace that leaders can focus on to differentiate their school or district from the rest: 1. burnout 2. wellbeing 3. discovering strengths 4. frequent meaningful feedback 5. recognition 6. career development By resolving obstacles in these six areas at their source, leaders can improve the K-12 teacher experience, increasing engagement and lowering turnover along the way. In celebration of teacher appreciation week, take the time to understand the K-12 teacher experience and recognize an impactful teacher in your life. https://lnkd.in/gJnXZtUF