Gallup is advertising it’s pre-release book, Culture Shock, via email. I charted a few key bullets from their promo summary called “The New Workplace.”

“Only about one in four U.S. employees feel strongly that their organization cares about their wellbeing.”

What would we expect to see behaviorally if people feel that their wellbeing doesn’t matter to their employer? What feelings might employees be experiencing? What happens, in your experience, when we don’t share, discuss, or explore those feelings? What could we do differently as leaders to learn more about this statistic and its impact to our teams?

“When it comes to overall wellbeing, the quality of the work experience has 2.5x to 3x the impact of the number of days or hours worked.”

I’m so glad Gallup found a way to measure this. When people feel welcome and free to show up as themselves, they do. Those of us who have developed high-performing teams or led team, department, and organizational transformations understand how magical it seems when people choose to engage and are surrounded by supportive leaders and behaviors. We tend to measure work in time and skills, but we find compelling evidence of what’s really driving our outcomes when we name and examine feelings.