The Real State of Work in America

By Dr. Mary C. Kelly, Economist, Leadership Expert, and U.S. Navy Commander (Ret.)
Citing Gallup’s 2025 American Job Quality Study

We have been measuring work the same way for decades — by counting how many people have jobs and how much they earn.

But as every business leader knows, those numbers barely scratch the surface. Employment data does not tell us how people feel about their work, whether their jobs allow them to thrive, or whether businesses are creating environments that attract and retain great people.

That is where Gallup’s American Job Quality Study (AJQS) steps in. This groundbreaking research redefines how we understand the American workforce.

The Truth About Job Quality

Some of the most striking findings include:

• Sixty-two percent of employees lack control over their work schedules.
  That lack of flexibility directly contributes to burnout, absenteeism, and disengagement.
• 1 in 4 employees report having no opportunity for promotion or advancement.
  That is not just a morale issue — it is a productivity and retention problem.

These numbers paint a clear picture: job quantity may look good on paper, but job quality is lagging behind.

Why Job Quality Matters More Than Ever

The nature of work has evolved. Hybrid models, AI integration, and shifting worker expectations have reshaped what people value. But our metrics have not caught up. We still measure success by unemployment rates and wage averages, ignoring the real indicators of a healthy workforce: engagement, wellbeing, and purpose.

Gallup’s study found that quality jobs correlate strongly with higher wellbeing, lower turnover, and stronger performance. When employees feel valued, fairly compensated, and empowered to grow, they give back tenfold in productivity and loyalty.

This is not just about being nice. It is about being strategic. In a competitive labor market, quality jobs are your best recruiting and retention tool.

What is a Quality Job?

Gallup’s research identifies five interconnected dimensions that define what makes a job quality. Each of these areas influences how people experience work and how organizations perform:

1. Financial Wellbeing
   Fair pay, stable employment, and meaningful benefits that reduce financial stress.

2. Workplace Culture and Safety
   A respectful, inclusive environment free from discrimination or harassment.
3. Growth and Development Opportunities
   A clear path to build skills, gain experience, and advance professionally.
4. Agency and Voice
   The ability to influence decisions around pay, working conditions, and technology.
5. Work Structure and Autonomy
   Predictable schedules, manageable workloads, and real control over how work gets done.

Leaders who focus on these five dimensions create workplaces where people show up to engage, innovate, and stay.

What Leaders Can Do Now

If you lead a team, run a business, or influence workplace culture, this research is your call to action.

Start by asking these questions:

• Are we providing stability and fair pay, or just short-term wages?
• Do our people feel seen, safe, and heard?
• Are we investing in professional development, or assuming employees will figure it out?
• Do we offer flexibility and autonomy, or just structure and control?

Leaders who adapt their thinking from “jobs filled” to “quality jobs created” will win the future of work.

Because ultimately, people do not just want a paycheck — they want purpose, balance, respect, and a reason to give their best.

As Gallup’s American Job Quality Study reveals, the future of the U.S. economy depends on more than just employment rates. It depends on whether leaders can create environments where people — and their organizations — can truly thrive.

It is time to move beyond counting jobs to making jobs count.

Gallup. American Job Quality Study 2025. Conducted with Jobs for the Future, The Families & Workers Fund, and the W.E. Upjohn Institute for Employment Research.