Gallup

The German labor market remains competitive even as the economy struggles to grow in 2024. Employers must take action to address the critical skills shortages that are impeding growth. The country’s low proportion of engaged employees is exacerbating the skills shortage. Just 14% of Germany’s workforce is engaged, according to Gallup’s most recent measurement. At the other end of the spectrum, the proportion of actively disengaged workers has reached its highest level since 2012. Nearly a fifth of Germany’s workforce is actively disengaged. Learn what steps German companies can take to engage their workforce, improve retention and address these critical skills shortages. https://lnkd.in/gH_YyDUN

Currently, only 21% of hybrid workers have received required or optional training for how to work effectively in a hybrid work environment. The managers who lead these individuals are not much better off: Just 28% of hybrid managers are trained by their organization to lead a hybrid team. Plans and best practices for elevating teamwork are more effective when organizations teach people how to work differently. Hybrid workers need to individually and collectively learn how to make the most of hybrid work while adapting to its challenges. Learn more about boosting productivity for hybrid teams here: https://lnkd.in/g78GXU7h

Three in 10 managers globally are engaged -- feel involved and enthusiastic -- in their jobs. Gallup’s meta-analysis of more than 200,000 manager-led teams found that more highly engaged managers have more engaged teams. Gallup’s recent State of the Global Workplace report found this connection between manager and employee engagement extends to the country level. Countries with a higher percentage of engaged managers have a higher percentage of engaged employees overall. Countries in the upper half of manager engagement are two times as likely to have engaged non-managers. Learn more about the importance of manager engagement here: https://lnkd.in/eCFTrbkF

Given leaders’ perceived lack of effectiveness in managing employee departures, Gallup conducted a nationally representative study of individuals who voluntarily left an employer in the past 12 months and asked them to share their exit experience. The findings show that positive exit experiences are important for driving key organizational outcomes. Learn how managers’ reactions to exit decisions influence these outcomes. https://lnkd.in/gxwUaj7F

Gallup finds that employees are 66% more likely to be engaged at work and 29% less likely to be burned out if they have a plan for hybrid collaboration. Individual contributors are more likely to be without a plan for hybrid collaboration (51% no plan) than their managers (46%) and leaders (39%), showing gaps in how well hybrid work is arranged throughout organizations. These disparities may also reflect how roles requiring complex levels of leadership collaboration are especially in need of well-orchestrated hybrid teamwork. Often referred to as “team charters,” plans for hybrid teamwork should include the team’s agreed on mission, goals, strengths and ways of working. Discover opportunities for improvement in the plans, practices, feedback, and training of hybrid teams. https://lnkd.in/gRZrkBQK

Gallup finds 77% of the global workforce is not engaged or actively disengaged, costing the global economy trillions. ⁠ ⁠ In 2023, global employee engagement stagnated, and employee wellbeing declined. While both measures are at or near record highs, their lack of improvement is notable, as they follow multiple years of steady increases. Explore these findings and learn what leaders can do about them in our State of the Global Workplace: 2024 Report. https://lnkd.in/g969mq2E

Women are more engaged employees than men across nearly all levels of an organization -- a valuable differentiator when nearly 80% of employees worldwide are still not engaged at work. Men's engagement increases nine percentage points more than women’s as they move from manager to senior leader. At only the most senior leadership level, the gender engagement gap closes. Women in leadership face unique challenges that can affect their engagement relative to men. Some ways to improve engagement include introducing flexible work arrangements without compromising pay or penalizing career growth, overcorrecting bias in pay discussions, and establishing transparent diversity goals. Read the full story here: https://lnkd.in/gFmz8kT4

When turnover is inevitable, a manager’s focus must shift from turnover prevention to creating a positive exit experience. A positive exit experience improves the organization’s reputation as an employer and builds a strong network of former employees. However, according to CHROs, this part of the employee experience is a weak point for most organizations. A Gallup survey found that only 10% say their company is highly effective at the “employee departure” stage of the employee experience. This is far worse than they rated the other seven elements of the employee experience. Learn why taking steps to enhance the employee exit experience is worth it: https://lnkd.in/g__2wM-K

Responses were mixed when employees who voluntarily left their organization were asked an open-ended question about how their manager treated them during the exit experience. About one in four respondents (24%) reported being treated professionally with respect and understanding. In contrast, another one in four (24%) encountered rudeness, hostility or a generally negative reaction, and 10% were met with indifference or a lack of acknowledgment. Only 7% felt their manager made an effort to retain them despite the high cost of turnover for organizations. Learn the importance of creating a positive exit experience for employees: https://lnkd.in/dJSJ2faw

Despite women almost universally exhibiting higher levels of engagement in the workplace than men, the dynamic changes when women ascend to senior leadership. At only the most senior leadership level, the gender engagement gap closes, and organizations are more likely to lose star female employees. Learn what the gender engagement gap looks like, why it exists in leadership and how it can limit a company: https://lnkd.in/gjEWxP-B