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A new Gallup report highlights growing pessimism among U.S. workers about the job market, alongside stagnant levels of engagement in their current roles.
According to Gallup’s 2026 State of the Global Workplace report, 51% of workers globally believe it’s a good time to find a quality job. In contrast, sentiment in the United States has dropped sharply—only 28% of workers felt that way in Q4 2025, down from 46% a year earlier and a steep fall from 70% in mid-2022.
Jim Harter, Gallup’s chief scientist for workplace management and well-being, noted a paradox in the labor market: unemployment remains relatively low, yet hiring activity is sluggish. He emphasized that even well-educated individuals are struggling to secure new roles.
This environment is contributing to a sense of stagnation among workers. Many feel “stuck” in their current positions, which negatively affects engagement. Harter explained that when employees perceive limited opportunities to move elsewhere, disengagement tends to rise.
The report also found that job seekers are applying widely but receiving little response, reinforcing the perception that hiring opportunities are limited. As a result, many workers remain employed, but in roles they do not consider high-quality.
Gallup describes the current trend as the “Great Detachment”—a situation where employees are either actively job hunting or open to new opportunities while feeling disconnected from their current work. This “psychological turnover” means workers are less invested, even if they haven’t formally left their jobs.
Engagement levels reflect this shift. Only 31% of U.S. workers are engaged—the lowest level since 2014—while 52% are not engaged and 17% are actively disengaged.
Harter pointed out that organizations performing well in this environment tend to prioritize strong management practices. These companies invest in training managers, improving communication, and helping employees understand how their work contributes to broader organizational goals. In top-performing organizations, employee engagement can exceed 70%.
He also highlighted upskilling—particularly in areas related to AI—as a key factor that could improve workers’ job prospects in the future.
Overall, while the challenges are significant, Harter stressed that they are solvable. Success will depend on how intentionally leaders invest in management quality, employee development, and workplace communication during a difficult hiring climate.