Gallup

Upskilling initiatives — efforts focused on enhancing employees’ existing skills or acquiring new ones to meet evolving job requirements — not only prepare employees to meet the demands of a competitive market but also build loyalty. The latest research from Gallup and Workhuman shows that 60% of employees who recently learned a new skill did so to improve job effectiveness, and 51% viewed it as a chance to learn and grow. Fears of talent leaving after upskilling are largely unfounded, with only 4% pursuing new skills to find another job. In fact, employees who feel supported in their learning are 47% less likely to be job hunting. Organizations that prioritize continuous learning foster stronger individual performance, higher engagement and improved retention. Discover how to create a culture of learning. https://lnkd.in/g7b4jrAF

Seventy-two percent of Fortune 500 CHROs predict AI will replace roles in the next three years. What this means for companies is that in this era of increased focus on AI and technology, the demand for new skills is higher than ever. Unfortunately, employees are not adequately encouraged to learn new skills and recognition for learning new skills is not common, according to the latest research from Gallup and Workhuman. Encouragement to upskill — i.e., the process of enhancing employees’ existing skills or acquiring new ones to meet evolving job requirements — is essential for retention, engagement and readiness for the AI era. Organizations that actively promote continuous learning are not only investing in their workforce's future but are also securing their competitive edge. Explore additional workplace insights here: https://lnkd.in/g6xWvuHs

Concerns about employee mental health have broadened the conversation about employers' roles in supporting employee wellbeing. In response, some employers have developed new employee value propositions to communicate how their organizations improve their employees’ wellbeing. Others have expanded resources through employee wellbeing initiatives and assistance programs. Despite these efforts, only 24% of employees strongly feel their organization cares about their overall wellbeing, slightly higher than the record low of 21% in 2022 and early 2024. When organizations fail to deliver on their promises, it leads to disappointment and frustration. Employees may perceive these initiatives as empty words if they see no results, even with resources like mental health services in place. To bridge the gap between wellbeing strategy and employee experience, leaders should focus on three key strategies: https://lnkd.in/gmDae4Gv

Recognition is a powerful tool to show employees what values and behaviors are important at work. However, only 14% of U.S. workers say employees at their organization are often recognized for learning a new skill. In an era of technological transformation in the workplace, it’s an oversight that more leaders aren’t using the transformative power of recognition to boost upskilling across the organization.  Learn how to create a culture that promotes continuous learning and development in the age of AI. https://lnkd.in/gBNpbeD7

In the U.S., just 50% of employees consider themselves to be thriving in their overall lives — a record low since Gallup began tracking employee wellbeing in 2009. Thriving levels peaked at 61% in 2016 and 2017 but began to slip in 2020, with a brief rebound in 2021 as COVID-19 vaccinations became available and hopes of loosened restrictions grew. However, the downward trend has since persisted.  Gallup’s Life Evaluation Index tracks workers’ outlook on both their present and future, revealing that thriving employees experience less stress, sadness and anger, alongside improved health and higher levels of hope, happiness and energy. These positive perceptions make a real difference in the workplace — employees who feel they’re thriving miss 53% fewer workdays due to health issues and are 32% less likely to be watching for or actively seeking new jobs.  Organizations that foster a culture of wellbeing are not just supporting their people — they’re setting themselves up for stronger performance outcomes. Explore more on how wellbeing impacts the workplace: https://lnkd.in/gNnEPdSm

AI has the potential to improve employee productivity, power innovation and increase efficiency.  When deployed in an organizational culture that fosters adoption of innovative technologies, AI can help teams work more efficiently, drive growth and reduce costs. Ultimately, AI can liberate people from onerous tasks so they can spend more of their precious time on high-value work that humans do best. However, Gallup's latest research finds nearly seven in 10 employees never use AI at all, and only one in 10 use AI applications at least weekly. Discover how to navigate the AI revolution with a human-centered approach. https://lnkd.in/gqQGMJdQ

Wellbeing isn’t just an employee expectation; it’s foundational to sustainable employee performance. When employees strongly agree their organization cares about their overall wellbeing, they are 4.4 times as likely to be engaged and 73% less likely to feel burned out at work very often or always. Despite employers’ prioritization of it, employee wellbeing still falters with just 24% of employees strongly agreeing that their organization cares about their overall wellbeing. Explore the latest data here: https://lnkd.in/gBmaWhVz

How do Americans view small versus big businesses? And what role should business play in supporting communities?   In this week's episode of The Gallup Podcast, we unpack recent research with Bentley University on Americans’ attitudes and expectations of business and examine how businesses can make a difference in communities across the U.S., leaning on insights from Gallup’s collaboration with the Detroit Regional Chamber. Our expert panel includes Bentley University Poduska Professor of Governance Cynthia E. Clark, PhD, Detroit Regional Chamber President and CEO Sandy K. Baruah, Gallup Senior Communications Consultant Kristjan Archer and Gallup Principal Justin Lall.    Listen below or wherever you get your podcasts. https://lnkd.in/gBjGUThN

The rapid adoption of AI tools for business and other digital technologies is having a profound impact on organizations and their employees as nondigital processes and ways of working are fundamentally transformed. While employees are broadly optimistic about AI’s potential, many employees do not feel well-informed about their organization’s plans to implement AI or feel they haven’t received sufficient AI training.  So how can leaders bridge this usage gap and ensure success with a digital transformation? A key component is organizational culture — an AI-driven future is only as effective as the culture supporting it.   Tap here for insights into three key dimensions of organizational readiness that are essential for AI adoption: https://lnkd.in/g77saMhQ

Gallup consistently finds that employees are significantly more likely to be engaged when they receive feedback from their manager a few times a week or more. However, recent data from Gallup and Workhuman find that only 27% of employees say they would like to receive feedback from their manager at least weekly. Why do employees desire less frequent feedback when the data show that those who receive feedback the most often are also the most likely to be engaged? For many, it’s because the feedback they receive is not valuable. In fact, just one in four employees strongly agree they receive valuable feedback from the people they work with. Leaders and managers have a great opportunity: employees who strongly agree they receive valuable feedback from the people they work with are five times as likely to be engaged, 57% less likely to be burned out, and 48% less likely to be looking for another job. Discover how to enhance the value of feedback within your organization: https://lnkd.in/gezPkPFe