Resources for Industry Leaders
The Big Six
A Gallup-Purdue Index study highlighted six key college experiences that significantly boost graduates’ chances of being engaged at work—such as having a mentor and completing an internship. However, Gallup found that less than 22% of students reported receiving both of these opportunities (Gallup-Purdue Index Report, 2014).
More recent findings reinforce this concern. A 2023 Gallup-Lumina Foundation report revealed that just 20% of students strongly agree they had a mentor in college who encouraged their goals and dreams, and only 29% strongly agree that they had an internship or job that allowed them to apply classroom learning (Gallup & Lumina, 2023).
These results show that while mentorship and applied learning remain crucial to long-term career engagement, too few students currently have access to them.
Human capital at work: The value of experience
At a time when employees are exercising more choice in the job market, internal mobility has never been more critical. Analysis of millions of job histories across the U.S., U.K., Germany, and India shows that moving into a new role pays off—especially when the role stretches employees’ skills and better utilizes their capabilities.
Leaders who provide these growth opportunities can retain top talent, boost engagement, and strengthen workforce performance.
How to Keep Your Top Talent
Across industries, countries, and economic cycles, our research shows a striking pattern: most management teams stumble when developing the next generation of leaders. Senior managers often make assumptions or take actions that unintentionally hinder employees’ growth.
These mistakes can undermine talent investments and limit future organizational performance. In this article, we outline the six most common errors—and share examples of organizations that are getting it right—so leaders can take concrete steps to strengthen their leadership pipelines.
With So Many People Quitting, Don’t Overlook Those Who Stay
Leaders today are juggling two pressing priorities: filling roles left vacant by departures and hiring new talent to support growth. With too few people for too many jobs, productivity ultimately depends on your workforce.
One of the most effective ways to stabilize your business is to focus on retention. In the rush to hire, don’t forget the employees who show up every day, carrying the work that keeps your operations running. Consider what these individuals need now—and how you can support, engage, and retain them.
'Great Attrition' or 'Great Attraction'? The choice is yours
A record number of employees are quitting or considering leaving their jobs. Organizations that take the time to understand why employees leave—and respond thoughtfully—gain a distinct advantage in attracting and retaining talent.
By listening, analyzing, and acting on these insights, leaders can strengthen engagement, reduce turnover, and maintain a competitive edge in the labor market.
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