A new Gallup report finds four themes collectively describe millennials: unattached, connected, unconstrained and idealistic.| Gallup.com
Nobel Prize-winner Daniel Kahneman touched off a quiet revolution when he showed economists how wrong they've always been about human decision making. In this exclusive interview, Dr. Kahneman, a Princeton psychology professor, tells how to avoid the pitfalls of faulty reasoning and make better decisions for yourself and your company.| Gallup.com
Discover the four questions that enable managers to create a culture of psychological safety on their teams.| Gallup.com
Women have undoubtedly made progress in American society, but it is not enough. Women continue to drop out of the labor force.| Gallup.com
Measured by the statement "I have a best friend at work," this element has proven to be incredibly controversial to executives. But those business leaders who think friendships are none of their business don’t understand human nature, according to the authors of 12: The Elements of Great Managing.| Gallup.com
How Cardinal Health implemented a strengths program: Show how strengths solve problems, then let people demand it for themselves.| Gallup.com
Learn how your matrixed company's productivity will increase when you train your engagement managers to manage people, too.| Gallup.com
When employees know and use their strengths, they're more engaged, perform better, have higher well-being, are less likely to leave -- and boost your bottom line.| Gallup.com
Flawed performance management is at the root of the employee engagement crisis. What steps can organizations take to fix their systems?| Gallup.com
The country has a widening productivity gap versus other G7 nations. Improving employee morale could be the most efficient option for U.K. companies to start closing it.| Gallup.com
Flawed performance management is at the root of the employee engagement crisis. What steps can organizations take to fix their systems?| Gallup.com
Many have some of the necessary traits to manage, but few possess the combination of talent that helps teams achieve excellence.| Gallup.com
Millennials desire opportunities to learn and grow in their jobs -- but they're struggling to find ones they think are worthwhile.| Gallup.com
Learn why it is essential for managers to take a strengths-based approach to knowing and developing teams and the individuals who compose them.| Gallup.com
Learn how a strengths-based approach can be a powerful differentiator at every stage of your organization's employee life cycle.| Gallup.com
Learn what turnover is costing your company and how to retain your best people.| Gallup.com
A Gallup study proves the business benefits of strengths-based development for employees.| Gallup.com
Performance fluctuates widely in most companies because there's such inconsistency in how people are managed.| Gallup.com
Wary consumers will give more money to the businesses they feel emotionally connected to -- while ignoring, or even opposing, those that provide them no value.| Gallup.com
This is why it's worth it -- even in the face of weakness-focused orthodox management -- to build a strengths-based culture.| Gallup.com
In partnership with leading economists, psychologists, and other acclaimed scientists, Gallup has been exploring the common aspects of well-being that transcend countries and cultures. Researchers uncovered five essential elements that differentiate a thriving life from one spent suffering.| Gallup.com
Helping employees set and achieve goals is a manager's key responsibility. But many managers don't really own this task.| Gallup.com
An alarming 70% of American employees aren't working to their full potential, and they're slowing economic growth. Here's how company leaders can fix this persistent problem.| Gallup.com
Reduce turnover and retain more of your workforce with four tips for "re-recruiting" high performers.| Gallup.com
Millennials desire routine feedback from their supervisors, but they neither request nor receive it.| Gallup.com
Did you know your culture may be the reason you aren't getting your top 20% of candidates? Learn if yours is helping or hurting your talent pool.| Gallup.com
The more that employees believe the job market is opening up, the less likely they may be to stay in their current jobs.| Gallup.com
How can managers inspire teams when they, themselves, aren't inspired?| Gallup.com
Merely measuring workers' contentment and catering to their wants often fails to improve business outcomes.| Gallup.com
Engaged companies outperform their competition, Gallup finds. And when it comes to assessing their workforces' engagement, those companies measure the right things in the right way.| Gallup.com
Millennials are the most likely generation to switch jobs. One possible reason: They're the least engaged employees in the U.S.| Gallup.com
At some point in their career, one in two employees left their job to get away from their manager to improve their overall life.| Gallup.com
Is there a connection between having friends at work and employee performance? Absolutely -- especially for women.| Gallup.com
Employees who report they're not adequately recognized at work are three times more likely to say they'll quit in the next year. That's a shame, as this problem is completely avoidable. Frequent recognition is a surefire -- not to mention affordable -- way to boost employee engagement, and to keep good people.| Gallup.com
Teams with low engagement and poor managers are less productive, less profitable and less likely to be loyal.| Gallup.com
One of the most important decisions companies make is whom they name manager. Yet Gallup research suggests they usually get it wrong -- costing businesses billions of dollars annually.| Gallup.com
Merely measuring workers' contentment and catering to their wants often fails to improve business outcomes.| Gallup.com