目前的美国就业市场被描述为“低招聘、低裁员”环境——相对稳定，即使失业率略有上升，工资增长停滞。但工人们表达的另一种“低”是他们的投入程度。
The current U.S. job market has been described as a "low-hire, low-fire" environment — relatively stable, even as unemployment edges up and wage growth stagnates. But there is another kind of low being expressed by workers — their level of engagement.
盖洛普对职场投入度的季度民调——追踪员工对工作的专注度、积极性和热情——在2026年第三季度降至2011年以来的最低水平。
Gallup's quarterly polling of the workforce on engagement — which tracks workers’ focus, motivation and enthusiasm for their jobs — fell to its lowest level since 2011 in the third quarter of 2026.
据盖洛普称，下降主要集中在全美的远程和混合办公员工中，特别是“在已采用人工智能的组织中工作的人员”。这项季度数据需要置于盖洛普自2000年以来开展的这项民调的长期背景中来看。2000年首次民调发现，26%的美国员工处于投入状态，数据在2013年前一直在26%至30%之间相对窄幅波动。历史峰值36%出现在2020年新冠疫情那一年。
The decline was concentrated in remote and hybrid employees across the U.S., according to Gallup, particularly "those in organizations that have adopted artificial intelligence." The quarterly data does need to be put into the longer-term context for a poll that Gallup has conducted since 2000. Back in 2000, its inaugural polling found 26% of U.S. employees were engaged, and the data moved in a relatively tight band, between 26% and 30%, through 2013. The all-time peak of 36% occurred during the Covid year of 2020.
但最新数据依然值得关注。2026年第三季度员工投入度降至29%，环比下降两个百分点，跌破了上半年形成的底部支撑。在新冠疫情年达到峰值后，投入度持续下降，到2024年降至31%，但随后在2026年上半年维持在该水平。这并非历史最低点，但抹去了通往新冠疫情纪录高点前几年的大部分涨幅。
But the most recent data is notable nonetheless. The 29% mark that employee engagement fell to in Q3 2026 was two percentage points lower quarter over quarter, breaking below a floor that had been set through the first half of the year. After the Covid year peak, engagement has been on the decline, dipping to 31% by 2024, but then remaining at that level through the first half of 2026. It's not an all-time low, but it has erased most of the gains from the years leading up to the Covid record.
根据盖洛普的测算，调查结果代表大量员工，每个百分点约代表160万美国员工，即2026年第三季度环比减少约320万投入度较高的员工。
And according to Gallup's approach, the survey results represent a significant number of workers, with each percentage point representing about 1.6 million U.S. employees, or roughly 3.2 million fewer engaged workers quarter over quarter in Q3.
盖洛普于2026年8月5日至19日对21,648名18岁及以上成年人进行了随机抽样民调，抽样误差为正负1个百分点，置信度为95%。远程和混合办公员工的结果超出了误差范围。
Gallup polled a random sample of 21,648 adults, aged 18 and older, from Aug. 5-19, 2026, with the poll's margin of sampling error plus or minus 1 percentage point at a 95% confidence level. The results for remote and hybrid workers exceeded the margin of error.
根据这项民调，在所有工人中，士气一直在下降。第三季度，46% 的受访者表示他们强烈同意自己知道对自己的期望是什么，低于上半年的 49%。37% 的人表示他们强烈同意主管或工作中有人关心自己，低于上半年的 40%，且远低于 2020 年 3 月新冠疫情高峰期的 47%。到 2025 年，这两项指标在盖洛普的民调中已分别录得五年来最大降幅。
Among all workers, morale has been on the decline, according to the poll. In Q3, 46% of those polled said they strongly agreed they knew what was expected of them, down from 49% in the first half of the year. Thirty-seven percent said they strongly agreed that their supervisor or someone at work cared, down from 40% in the first half of the year and well below the Covid peak of 47% in March 2020. In 2025, these two measures had already registered the largest five-year declines in Gallup's polling.
盖洛普表示，这些数据因其与许多核心商业目标——生产力、客户服务、质量、安全和盈利能力——的关联而显得重要，而“未投入或积极抽离的员工在心理上与其工作和雇主脱节。”2026 年第三季度，“积极抽离”员工占比为 18%，而 53% 的所有员工处于“未投入”状态。该民调机构近期的研究发现，混合办公和完全远程员工对其角色期望的担忧下降幅度，大约是现场办公员工的两倍。
Gallup says the data is important in terms of its link to many core business goals: productivity, customer service, quality, safety and profitability, while "those who are not engaged or are actively disengaged are psychologically disconnected from their work and employer." In Q3 2026, "actively disengaged" employees represented 18%, while 53% of all employees were "not engaged." The polling organization's recent research has found that worker concerns about expectations in their roles declined roughly twice as much among hybrid and fully remote employees.
“第三季度的调查结果加剧了人们对组织在不同工作安排下沟通期望和维持员工联系效果的担忧，”盖洛普职场管理与福祉实践首席科学家吉姆·哈特在一份调查分析中写道。
"The Q3 findings add to concerns about how well organizations communicate expectations and maintain employee connections across different work arrangements," Jim Harter, chief scientist for Gallup's workplace management and wellbeing practices, wrote in a survey analysis.
“自 2020 年以来，在适合远程工作的岗位上，混合办公和完全远程员工对期望清晰度的下降幅度大于现场办公员工。这些发现提出了一种可能性，即物理距离可能导致员工与组织之间产生心理距离，尤其是在公司探索在工作中使用人工智能之际，”哈特写道。
"Since 2020, hybrid and fully remote employees have experienced larger declines in clarity of expectations than on-site employees in remote-capable jobs. These findings raise the possibility that physical distance can contribute to psychological distance between employees and their organizations, particularly as companies navigate the use of AI at work," Harter wrote.
盖洛普指出，在已采用人工智能的组织中，远程和混合办公员工的投入度优势大幅收窄，这是一个值得关注的因素。在第三季度，盖洛普所谓的“投入度优势”——即采用人工智能的组织员工所具有的优势——在远程员工中从五个百分点收窄至两个百分点，在混合办公员工中从八个百分点收窄至三个百分点。
Gallup pointed to a sharp narrowing in engagement among remote and hybrid employees at organizations that have adopted AI as a factor to monitor. In Q3, what it refers to as the "engagement advantage" associated with employees at AI integrated organizations had narrowed from five points among remote employees and eight points among hybrid employees to two points and three points, respectively, across the cohorts.
单一季度的数据无法表明全国劳动力市场是否已开始出现新的下行趋势。而且盖洛普的数据无法显示人工智能是导致员工情绪下降的具体原因。此外，其他近期对美国劳动力市场的调查呈现出喜忧参半的图景。
One quarter of data cannot indicate whether a new downward trend in the national workforce has begun. And Gallup's data cannot show AI to be the specific cause of any decline in employee sentiment. In addition, other recent reads on the U.S. workforce present a mixed picture.
会议理事会于6月发布的年度工作满意度指数升至68.9%，为其39年历史以来的最高水平，尽管该机构指出，涨幅集中在“高收入工人、男性以及对人工智能对其职业生涯影响充满信心的工人”身上。美国心理学会在5月至6月进行的年度职场调查发现，在被问及工作场所是否“健康”以及是否感到在工作中受到重视时，工人的回答同比下降，而2026年关于工作中紧张和压力的报告则有所增加。
The Conference Board's annual Job Satisfaction Index, released in June, rose to 68.9%, the highest level recorded in its 39-year history, though it noted the gains were concentrated in "higher-income workers, men, and workers confident in AI's impact on their careers." The American Psychological Association's annual workplace survey, conducted between May and June, found year-over-year declines among workers asked if their workplace was "healthy" and whether they felt valued on the job, while reports of tension and stress on the job increased in 2026.
ADP研究院的员工动力与承诺指数在10月连续第二个月上涨，但仍远低于一年前的水平，且自2025年8月以来呈现持续下降趋势。
ADP Research's Employee Motivation and Commitment Index increased in October for the second consecutive month, but it remains well below where it was a year ago, and has been mostly on the decline since August 2025.
诚然，这些调查询问的内容并不完全等同于盖洛普的提问。鉴于员工投入度降至15年来最低水平，远程和混合办公员工领跌，且所有员工都表现出工作不安全感的迹象，盖洛普的哈特得出结论认为，这一模式表明，除其他因素外，“人工智能的采用速度可能超过了使其发挥作用所需的沟通和管理支持的速度”。
To be sure, these surveys are not asking exactly what Gallup asks. And with employee engagement at its lowest level in 15 years, hybrid and remote employees leading the way down, and all employees showing signs of insecurity on the job, Gallup's Harter concluded that the pattern suggests, among other things "that AI adoption may be outpacing the communication and managerial support needed to make it effective."