The World of Work
Semafor, in partnership with Gallup, will present the latest data and insights from Gallup's 2025 State of the Global Workplace survey and examine the challenges and opportunities that both managers and employees are facing.
Conversations with those shaping the future of work will focus on how global leaders and policymakers can improve productivity, resilience, and wellbeing in the workplace.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
9 hours ago
- Yahoo
Gen Z Wants Career Advice. But Their Parents Are Lost Too
Credit - Olga Pankova—Getty Images Good news, parents: Your Gen Z kids are actually listening to you—at least when it comes to their post-high school plans. n a recent survey conducted by Gallup, Jobs for the Future, and the Walton Family Foundation, 90% of Gen Z students said they trust their parents to advise them on next steps after high school. Teachers were a distant second at 54%—and social media didn't even crack double digits. The bad news? Parents say they don't know enough about the vast majority of valuable education and training options their children could pursue. They're especially in the dark about anything that isn't either pursuing a career directly or getting a bachelor's degree. And parents aren't alone. The survey found that even school counselors—professionals specifically tasked with providing this kind of guidance—say they feel underprepared to help students adapt to the future labor landscape. There are, after all, a finite number of traditional colleges, but a seemingly infinite number of pathways beyond college. What comes after high school can now just as easily mean enrolling in a short-term training program, joining the military, starting a business, or entering a registered apprenticeship. Though data consistently demonstrates that workers with a traditional four-year degree earn more than those without, students today have a range of education and training options including credentials and apprenticeships, which can also lead to serious increases in earnings. But most of these programs are still sorely lacking in reliable data to prove that they actually lead to a good return on investment—so it's no wonder that they can be difficult for parents or other mentors to navigate. The challenge is particularly acute for first-generation students or those from lower-income households, who are much less likely to know about high-quality postsecondary options than those whose parents went to college. A 2023 survey by JFF and American Student Assistance found that nearly one-third of high school graduates who weren't pursuing college said they lacked confidence in knowing the steps they needed to take to transition into a post-high school career or education. About two-thirds said they would have considered alternative pathway programs if they had more information about them. A single conversation can open a door. This spring's survey found that on average, teens whose parents have discussed a particular pathway with them are about twice as likely as their peers to say they're interested in that pathway. But parents can't have those conversations if they aren't aware of the full set of options themselves. Fortunately, there are ways to help. For students, it can be as simple as asking your parents, guardians, or other adults how they ended up in the job they're in. You may be surprised by their answers. And parents have a role to play by leading those career conversations—and starting them early. Weave conversations about careers into daily life and normal school days—not just captured in one-off career days. Visit colleges in-person and encourage your kids to try a summer internship. Help them understand how their interests and curiosities connect to both jobs and what they're learning. Take advantage of resources like How We See Us, which sheds light on the experiences of nearly 4,000 students about their post-high school pathways. And explore local workforce boards, community colleges, and employer-led training programs that increasingly offer free or low-cost pathways into in-demand fields. States and schools can also play a role by ensuring that career navigation support is widely available and relevant, and by making sure career navigation support isn't just aimed at students, but at families, too. And employers need to insert themselves into the conversation as well. That can include everything from internship programs in their communities, to apprenticeships, to engaging directly with schools, counselors, and students themselves. The more businesses do to help students understand what their company is, how it works, how to get there, and what success looks like, the better the outcomes for company and student alike. Gen Z is listening—and they're asking for direction. Parents can help ensure that every student has access to the information and guidance they need to make confident, informed choices about life after high school. But they can't do it alone. Contact us at letters@
Harvard Business Review
16 hours ago
- Harvard Business Review
Leading Is Emotionally Draining. Here's How to Recover.
You have to lay off a team member, deliver hard feedback in a tense meeting, or end the day absorbing the resignation of a top performer. No crisis. Just another Tuesday. Each of these moments is emotionally taxing on its own. But taken together—and set against a backdrop of performance pressures, shifting workplace norms, and the unrelenting emotional labor of guiding and supporting teams through crises and global turmoil—they quietly add up. Newly released Gallup data reflects this toll. In 2024, global employee engagement declined for only the second time in over a decade. Unlike the first drop in 2020, however, the drop wasn't driven by frontline workers. Instead, it was entirely due to declining engagement among managers. In a March 2025 survey by Modern Health, 77% of managers reported that their role was more challenging now than ever before. Understandably, leaders focus on managing others through challenging moments. Faced with external expectations and a genuine desire to show up for their teams, they direct their attention and energy outward: guiding, steadying, and responding. But with that external focus and the nonstop pressure for results, it's easy for leaders to overlook a crucial step: processing their own emotional experience. Pressing on feels efficient, even the only choice to stay afloat amid all the demands on your time. Indeed, it can feel nearly impossible to process your emotions when you're in the thick of it at work. But over time, just powering through weighty situations without pausing to process your experience can come at a steep cost to your health, effectiveness as a leader, and relationships. Emotional depletion is a real and significant tax of modern leadership. Recovery is no longer a luxury. Instead, it's a leadership imperative, critical for protecting your well-being and sustaining your capacity to lead over the long haul. After a challenging event or period, use these three proven practices to process your emotions and replenish your energy. Reflect: Don't just move on—make meaning. While revisiting weighty times may sound undesirable, taking the time to reflect on them is key to moving forward. When we ignore or suppress our emotions, they don't disappear—they accumulate in the background, resurfacing later as increased stress, reactivity, and health issues. Reflection helps us process and metabolize what we've experienced so that we don't unintentionally carry it around. Carve out a few minutes after a challenging moment or day, and ask yourself: What am I feeling? Where do I feel it in my body? What are my emotions trying to tell me? What do they reveal about what matters to me? Acknowledge and accept your feelings without judgment. All emotions—even the unpleasant ones like frustration, sadness, or anxiety—offer valuable insights into our values, needs, and limits. Judging and resisting them only escalates the feeling and increases your reactivity. Consider writing down your responses to these questions. Writing creates space between you and your emotions, allowing you to identify meaning and purposeful next steps. Furthermore, research has shown that writing about your feelings for just 20 minutes a day over three days can improve both mental and physical health, reduce anxiety, and even boost job performance. If writing isn't your cup of tea, try leaving yourself a voice memo instead. What matters most is giving your thoughts and true feelings space to surface without editing or filtering. Alternatively, share your experience and challenges with a trusted peer or other sounding board. Social support not only helps us make sense of and process difficult events but also enhances our resilience to stress, protects us from burnout, and promotes our mental and physical well-being. Leadership is often a lonely experience, and having trusted peers, mentors, and other supports can be a powerful source of connection and clarity. Reflection doesn't require a lot of time. It just takes the discipline to pause amid the busyness. Even a few intentional minutes can help you build the self-awareness, emotional intelligence, and resilience essential for effective leadership in today's complex and challenging world. Reframe: Shift the narrative. Reappraising emotionally taxing experiences can also speed recovery by reducing our distress and freeing up our cognitive resources. Reframing doesn't mean you're ignoring the difficulty of a situation; instead, it's about shifting your perspective to find new meaning or possibility. For example, after successfully leading a major turnaround, my client Jacob was blindsided by a reorg that reassigned his team and left his role uncertain. Understandably, he was both frustrated and stressed. But over time, Jacob began to see the situation differently: as a chance to recharge after an intense chapter, and an opportunity to stretch into something new. By finding a silver lining, Jacob shifted his emotional state and was able to show up with more steadiness and optimism, while the organizational changes and his new role solidified. On the backside of a tough event, consider asking: What are the possible silver linings in this situation? What are the potential long-term benefits despite the short-term costs? How can I grow from it, or use it to build something better in the future? When you change the story, you change your experience—and you gain access to new energy, insight, and direction. Sometimes, however, it's not just the situation that needs reframing; it's how you see yourself in relation to it. Many emotionally intense leadership moments involve performing ' necessary evils, ' making decisions or taking actions that cause discomfort or harm to others, such as delivering tough feedback, letting someone go, restructuring a change-fatigued team, or implementing layoffs. Even when these actions are necessary for the greater good, they can leave leaders feeling anxious, guilty, and questioning their self-image as a fair and moral person. In these moments, self-compassion is a critical tool. It doesn't mean lowering your standards or avoiding responsibility. In fact, research shows self-compassion improves leadership, increasing emotional intelligence, composure under pressure, and resilience. Further, it enhances our psychological well-being and increases the compassion we show to others. Practicing self-compassion simply means treating yourself as you would a friend: acknowledging the challenge, recognizing anyone in your position might feel the same way, and responding with kindness instead of criticism. After hard moments, ask yourself: What would I say to a colleague struggling with this same situation? Then extend that same support inward. This quiet act of self-kindness will help you feel better, recover faster, and lead more effectively. Restore: Replenish your emotional reserves. When we push through emotionally difficult events without pausing to recover, we slowly drain our emotional and physical reserves. Over time, this can lead to emotional exhaustion and damage our mood, health, and effectiveness. Just like athletes need rest after an intense game, professionals must replenish after emotionally demanding situations at work. Without replenishment, the risk of burnout and long-term health issues climbs. Ironically, the more depleted you become, the less likely you are to engage in the very behaviors that would help. This is known as the recovery paradox: when you need a break the most, you're least likely to take one. Critically, recovering isn't just about taking time off. It's about engaging in the right kinds of experiences. Research highlights four that are particularly effective: Detachment, or giving your mind a true break. Resist checking email after hours and avoid replaying the workday in your head. Relaxation, or building in moments like taking a walk without your phone, listening to a calming playlist, or spending quiet time outdoors. Mastery, or doing something that challenges you in a positive way. Try a new recipe, pick up a hobby, or learn something unrelated to your role. Control, or protecting pockets of time where you choose what to do, even if it's just saying no to one more commitment. If you think you don't have time to relax, or worry that it might seem selfish, think again. Research shows that when leaders spend time on hobbies, relaxation, or other enjoyable activities after work, both they and their teams feel and perform better the next day. Intentionally investing in recovering after an emotionally demanding stretch isn't just helpful; it's essential to leading today. Reflecting, reframing, and restoring don't just help you reset in the short term; they also help you build the emotional muscle to handle future challenges with more steadiness and strength. Because your team doesn't just need you today—they need you to last.
Yahoo
17 hours ago
- Yahoo
Trump approval rating positive in Florida. How does it compare to national polls?
President Donald Trump's approval rating dipped in two of the three polls taken since his signature tax cut and spending bill passed in Congress on July 3. The final version of the bill, signed into law July 4, emerged after nearly four days of wangling among Senate Republicans, with the expansive cuts to Medicaid, along with decreases in funding to Medicare. The bill also extends the 2017 tax cuts while expanding the budget for immigration enforcement. Gallup polling shows that Trump's approval ratings at the six-month mark in both of his terms are lower than any other modern president at the same time in their administrations, at 38% and 40% for each term, respectively. The average since John F. Kennedy in 1961 is 52%, according to the polling firm. As he approaches six months in office, how well do Floridians think Trump is doing as president? How does that compare nationally? Here is what we know: More: Florida woman arrested at Mar-a-Lago saying she had 'urgent message' for Trump The Economist: A recent poll by YouGov for The Economist, taken July 4 through July 7, has Trump's approval rating at: Approve: 42% Disapprove: 53% Not sure: 5% The poll included 1,528 adults. The survey also found a dip in support among Black voters for Trump. It found that 15% of Black voters approve of the way Trump is handling his job as president, compared to 20% of Black voters who approved of his job handling in a June survey. Morning Consult A recent poll taken by Morning Consult July 3 through July 6 has Trump's approval rating at: Approve: 45% Disapprove: 52% The poll included 2,203 registered voters. Rasmussen A recent poll from polling firm Rasmussen released July 9 has Trump's approval rating at: Approve: 49% Disapprove: 49% The poll included 1,500 likely voters. In Florida, 53% of poll respondents approve of Trump's job performance compared to 44% who disapprove and 3% who don't know or don't have an opinion. That is according to a July 9 update from Morning Consult, which gathered polls over the course of three months to get a look at state-level data among registered voters. Florida is among 27 states where Trump has received a net positive approval rating. His best ranking is in Wyoming, where 67% of voters approve of his performance, Morning Consult data shows. His worst ranking is in Vermont, where 64% disapprove of how he is handling his job. An Economist assessment of YouGov data shows that an equal number of poll respondents in Florida approve and disapprove of Trump's job performance. Contributing: Sudiksha Kochi, USA TODAY Kinsey Crowley is the Trump Connect reporter for the USA TODAY Network. Reach her at kcrowley@ Follow her on X and TikTok @kinseycrowley or Bluesky at @ This article originally appeared on Palm Beach Post: What is Trump's approval rating in Florida? Higher than national polls
