Turnover, AI Adoption Push Employers To Rethink Engagement Fundamentals
Retention and workforce readiness for artificial intelligence have emerged as the two dominant pressures shaping talent strategy in 2026, according to Gallagher’s 2026 Workforce Trends Series report on talent benchmarks.
The report, based on the company’s U.S. Benefits Strategy & Benchmarking Survey fielded from January to March 2026 among 3,717 organizations, found that 63% of employers reported turnover rates of 10% or higher in 2025, and 44% reported rates of at least 15%.
Retention outcomes also missed targets for many: 26% of survey respondents said turnover came in higher than planned. Gallagher characterized retention as no longer solely an HR program issue but a productivity, continuity and cost-management concern, noting that almost three in five employers rank it as a top HR priority and roughly two in five rank it among top operational priorities.
Engagement Data Collection Rises, But Follow-Through Lags
Gallagher found that 57% of employers conducted an employee engagement survey in 2024 or later, with another 16% planning to do so by 2028. Yet the report said measurement alone does not improve engagement outcomes.
While 60% of employers said they have a formal strategy to improve employee engagement, adoption varied sharply by size, with 75% of large employers having a strategy compared with 45% of small employers. Gallagher warned that when feedback is collected but not acted upon, employees may view engagement efforts as performative, and noted that employers using data effectively tend to look beyond aggregate scores to variation by manager, team or role.
Manager behavior emerged as the strongest lever identified in the data. Among employers actively working to improve engagement, the most common tactics were defining clear performance goals (45%), communicating in ways that foster trust and confidence (45%), and providing timely, constructive feedback (42%).
The report noted that many managers remain accountable for individual production while also carrying people-management duties, a dynamic that Tamarah Saif, Gallagher’s national managing director of People Development & Insights, said can undercut those efforts. “When expectations for people leadership compete with operational demands, coaching, feedback and development can fall away,” Saif said, adding that “more consistent engagement occurs when managers have the time, tools and support to lead people as intentionally as they lead performance.”
The report also pointed to a widening gap between growth expectations and workforce capacity as a burnout driver: 61% of employers expect revenue growth by 2027, but only 50% expect headcount growth, leaving employees expected to produce more without corresponding staffing increases.
Separately, Gallagher found that while 68% of employers offer management or leadership development training and 66% offer employee development training, only 16% provide internal mobility or career-pathing tools and just 12% offer career counseling, a gap the report said can make development feel “transactional rather than directional.”
AI Adoption Outpaces Workforce Readiness
Gallagher’s data showed AI use expanding across HR functions, led by recruitment and talent acquisition (49%) and learning and development (41%), with benefits administration usage varying widely by size: 37% among large employers vs. 14% among small employers.
Employers cited improved efficiency as the top benefit of AI in HR operations, followed by better decision-making and enhanced candidate experience. Still, 54% of employers reported only limited AI use in HR functions, and just 3% reported extensive use. Nearly three in four employers that have implemented AI measure its return on investment, but the report said they expect it will take roughly 28 months for transformation value to outweigh upfront investment.
Trust and governance gaps also surfaced as barriers to AI adoption. Data privacy and security concerns were cited by 72% of employers regarding AI use in HR, followed by bias and fairness at 37%. Only 51% of employers said they have expanded risk management practices to cover AI, and just 45% have conducted ethical impact assessments.
Twenty-nine percent cited concerns about eroding employee trust as a barrier to AI adoption. Despite these gaps, 73% of employers said they are likely to increase AI use in HR by 2028, including 32% who called it “very likely.”
Gallagher also found that 69% of employers agree leaders are concerned about stress and burnout, but only 48% said managers are fully equipped to support mental health needs, a gap the report said could widen as AI increases pace and expectations.
Obtain the full report here. &

