Jim Clifton, Chairman and CEO at Gallup, posted a summary of Gallup’s World Poll, and it was not good news for the future of our workforce.

He suggested:

While the world’s workplace is going through extraordinary change, the practice of management has been frozen in time for more than 30 years.

According to Gallup’s World Poll, many people in the world hate their job and especially their boss. My own conclusion is that this is why global GDP per capita, or productivity, has been in general decline for decades.

To demonstrate the historical seriousness, stress and clinical burnout and subsequent suicide rates in Japan have caused the government to intervene. The current practice of management is now destroying their culture — a staggering 94% of Japanese workers are not engaged at work.

Of course not every hates their job.  But, as the Gallup work on employee satisfaction reported in the “First Break All the Rules” book, Employees don’t necessarily hate the company or organization they work for as much as they do their boss.

Only 15% of the world’s one billion full-time workers are engaged at work. It is significantly better in the U.S., at around 30% engaged, but this still means that roughly 70% of American workers aren’t engaged. It would change the world if we did better.

What the whole world wants is a good job, and we are failing to deliver it — particularly to millennials. This means human development is failing, too. Most millennials are coming to work with great enthusiasm, but the old management practices — forms, gaps and annual reviews — grinds the life out of them.

One of the things that has happen, Clifton reports, is that “family” is not as important as it used to be.  According to Gallup and Clifton:

Millennials, on the other hand, place “my job” equally or even ahead of “my family” as their dream. So because their life is more focused on work, they need to draw more from their work environment. They have their best friends at work — including best friends who are customers. They want meaningful work and to stay with an organization that helps them grow and develop.

Here is the conclusion they draw:

To summarize Gallup’s analytics from 160 countries on the global workplace, our conclusion is that organizations should change from having command-and-control managers to high-performance coaches.

Why “high-performance coaches”? Because millennials demand development over satisfaction. They demand ongoing conversations over annual reviews. They demand strengths-based discussions over weakness-based “gap” discussions that produce zero results.