Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
A major new study offers one of the clearest pictures yet of how American workers are actually faring on the job, and the results paint a sobering picture. According to research from Gallup, just 40% of U.S. workers say they are in “quality jobs” — positions that offer fair compensation, growth opportunities, workplace safety, a voice in decision-making, and predictable schedules.
Outdated Metrics, Modern Workforce
While employment levels and wage growth remain central to economic analysis, they fail to capture how jobs impact workers’ wellbeing, satisfaction, and ability to thrive.
The study emphasizes that strong economic indicators don’t necessarily reflect how workers are actually doing. To build a resilient and engaged workforce, it argues, we need a clearer understanding of what truly makes a job worthwhile.
The Five Pillars of Job Quality
The study framework identifies five core dimensions that define job quality:
- Financial Wellbeing: Fair wages, reliable hours, and benefits that reduce financial stress.
- Workplace Culture and Safety: Environments free from discrimination, harassment, and physical risk.
- Growth and Development: Clear opportunities for skill-building and career advancement.
- Agency and Voice: The ability to influence decisions that affect one’s role, including pay and work conditions.
- Work Structure and Autonomy: Stable, predictable schedules and control over how work is done.
Why This Matters for the U.S. Economy
The data suggests that improving job quality is not just a social issue, but an economic one. Workers in quality jobs report higher wellbeing, greater satisfaction, and lower turnover risk. In contrast, lack of opportunity, poor management, and unstable hours are driving burnout, disengagement, and attrition — all of which can damage productivity and competitiveness.
The findings arrive as more employers struggle to retain talent and meet the evolving expectations of today’s workforce. Leaders across sectors are being urged to rethink how they define and measure job success — not just for the bottom line, but for long-term resilience.
The message is clear: if America wants a stronger, more stable workforce, it must start by raising the bar on job quality. With this new national benchmark in hand, policymakers and employers now have the data to make meaningful changes — and close the growing gap between employment and empowerment.
