Gallup State of the American Workplace Report

According to Jim Clifton, Chairman and CEO of Gallup research, the single most important thing you don’t typically learn in school, is that the single biggest decision you make throughout your career — bigger than all of the rest — is who you name as your manager.

The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders report highlights findings from Gallup’s ongoing study of the American workplace as reported in 2013. This latest report provides insights into what leaders can do to improve employee engagement and performance in their companies.

What they found is alarming. Of the approximately 100 million people in America who hold full-time jobs, only 30 million (30%) are engaged and inspired at work, so we can assume they have a great boss. At the other end of the spectrum are roughly 20 million (20%) employees who are actively disengaged. These employees, who have bosses from hell that make them miserable, roam the halls spreading discontent. The other 50 million (50%) American workers are not engaged. They’re just kind of present, but not inspired by their work or their managers.

Forbes Guide to Mindfulness at Workforbes-com-logo

A mindfulness awakening is occurring in the work place and in the world. An extensive amount of research has been done documenting the importance of mindfulness on quality of life, work and human being.  Forbes Guide to Mindfulness at Work

Stanford Center for Compassion and Altruism Research and Education

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In addition, Stanford University has The Center for Compassion and Altruism Research and Education, where you can earn a Certificate through their Compassion Cultivation Training. In addition to improving all of the important aspects of your life, one of the identified benefits is increased job satisfaction and decreased job overwhelm.

What Does it Take?

Mindful business requires conscious thought and effort by both leaders and employees. is dedicated to bringing more light and awareness to common and sometimes difficult issues that face individuals and companies both large and small. Whether a millennial or not, both employees and leaders need help working together successfully.

The Millennial Generation has different ideas about what they want from an employer.  This generation played a large role in electing the first black president and redefined how music is bought and sold.  That generation which is known as Generation Y, and spans the ages of roughly 20 to early 30s, will soon represent the biggest segment of the American workforce.

The results of a recent Brookings Institutional study exploring the preferences  and behaviors of the millennials showed that the business world will receive a shake up as these workers enter the workforce.  They are branded as being passionate and driven to make a difference in the world, and confident they can assume the role of leaders early in their careers, and clearly see their careers and the workplace very different than previous generations. Given this reality, isn’t it time to spend less time judging and more time engaging the millennials since a full 86 million millennials will be in the workplace by 2020–representing up to 50% of the total working population in the US.

It is in every employers’ best interest to learn how to attract, develop, motivate and retain millennials.  A few do it well–but most don’t and they soon may pay a price.

In addition, individuals who choose not to be self-employed and work for someone other than themselves, need help navigating the waters of organizations, bosses and peers. Here you will find practice advice and support whether you are in a leadership role or an employee being lead by someone above your organizationally.


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