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Keep reading to learn why your employees may be disengaged, and how you can adjust your strategies to retain the best workers.
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According to a recent Gallup study, “quiet quitters” make up at least half of the American workforce — and the number is likely higher. While this behavior may be subtle and go unnoticed for some time, it can have a significant impact on productivity and overall team morale. Here’s what quiet quitting is and how to reverse the trend.
What is quiet quitting?
Quiet quitting refers to a concerning trend in the workforce where employees lack motivation, interest, and engagement in their tasks. Instead of putting in the effort to do their best work, they merely fulfill the bare minimum requirements to get the job done.
Unfortunately, a significant portion of the U.S. workforce are silently disengaging, and it is highly probable that the numbers surpass the 50% mark. This behavior can lead to dissatisfaction and burnout, making it essential to tackle this issue before it worsens.
In fact, employees who are actively disengaged from their work have resulted in a staggering $7.8 trillion loss in productivity worldwide. This eye-opening figure amounts to 11% of the global GDP, negatively impacting companies’ bank accounts.
Why are workers quiet quitting?
Employee engagement in the U.S. declined further in the second quarter of 2022. While the percentage of engaged workers remained at 32%, the percentage of actively disengaged employees increased to 18%.
This means the ratio of engaged to actively disengaged employees is now 1.8 to 1, the lowest it has been in almost 10 years. The decline in engagement started in the second half of 2021 and coincided with an increase in job resignations.
The decline in overall employee satisfaction can be attributed to several factors, including a lack of clear expectations, limited opportunities for personal and professional growth, a sense of not being valued or cared for, and a lack of connection to the organization’s mission or purpose. These issues highlight a growing disconnect between employees and their employers.
Employees expect their organization to deliver on the promises made during the hiring process and throughout their careers. When promises are not upheld, individuals may lose trust and become disengaged with the organization.
How to keep your employees engaged
Gallup found that the quiet quitting crisis is a clear symptom of poor management practices. Having great managers who help to create the desired company culture is crucial in preventing employees from quietly quitting. Research shows that only one in three managers are actively engaged in their own work.
To address this issue, senior leadership needs to focus on reskilling managers to succeed in the new hybrid work environment. Managers must learn how to engage with employees in meaningful conversations to reduce disengagement and burnout. These conversations allow managers to gain insights into each employee’s unique circumstances, strengths, and goals.
Gallup suggests that managers should have at least one meaningful conversation per week with each employee to create stronger engagement and retention. Leaders should also take responsibility for ensuring a positive and motivating work environment for their employees. It may seem like a looming threat, but it can certainly be fixed. Make company culture your focus with the tips below.
Focus on your company culture
The key to keeping your employees engaged and productive also lies in your company’s culture. It doesn’t matter if you run an established company or just started your own business. Culture is essentially “the way things are done” at your company.
To improve your company culture, first define the culture you want. Then establish your core values and mission statement. These should encompass what your company stands for and what you hope to achieve. Involve your employees in the process and encourage open communication.
Next, make sure your culture delivers on its promises. Employees are more hopeful and excited about their jobs when their workplace promises flexibility, a great mission, and managers who care for them.
The culture of the organization needs to match what is being promised in order for employees to be satisfied. In other words, in order to attract and retain top talent, the promises you make about your culture need to align with reality.
It’s also important to note that your culture doesn’t have to be perfect. In fact, a company that acknowledges its imperfections is more genuine and trustworthy than one that pretends to be perfect. Building a successful employee experience means being authentic, inspiring, and in line with your employer brand.
Remember that it’s important to invest in your managers. Great managers play a crucial role in bringing your desired culture to life. Without them, your employees may become quiet quitters. Lastly, lead by example. Your actions as a leader set the tone for the entire workplace.
Make sure to prioritize a healthy work-life balance and reinforce a positive work environment. With consistent effort and dedication, your company can develop a strong and supportive culture that benefits everyone involved. Remember that your culture is the backbone of your organization, and it is essential to attract and retain top talent.
Businesses have a significant role to play in keeping their employees engaged and productive. By encouraging open communication, creating a positive work environment and culture, and keeping promises, businesses can improve their retention rates and boost productivity. In the long run, it’s worth the investment to keep good workers motivated and engaged as it can have a significant impact on the success of the business.
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