Majority of Employees are “Quiet quitting” or “Loud quitting”

❌ it's alarming for employers and global economy: the majority (77%) of the world’s employees are not engaged and not thriving and around 18% are actively disengaged (“Loud quitting”). These "loud quitters" take actions that directly harm their organization, undercutting its goals and opposing its leaders. The percentage of employees thriving at work reached a record high in 2022, according to the new annual interesting research published by Gallup - considered a benchmark for measuring employee engagement - called " State of the Global Workplace: 2023 Report " using data from 122,416 global employed respondents face to face or by telephone, covering more than 160 countries

As we discussed in my post last year, the global workplace experienced an engagement rebound but workers are still stressed out.

Gallup researchers estimates that low engagement costs the global economy US$8.8 trillion and accounts for 9% of global GDP.

✅Record number of people thriving at work in 2022

Gallup researchers found that 23% of the world’s employees were engaged at work in 2022, the highest level since they began measuring global engagement in 2009.

✅Majority of the world's employees are "Quiet Quitting" or Loud Quitting"

Researchers found that increasing engagement (23% engaged workers) is good news for employees, who are thriving at work and finding their daily work more rewarding.

But there is also a long way to go, most workers (77%) are “quiet quitting” - not engaged or “loud quitting” - actively disengaged.

Researchers considered that quiet quitters are often your greatest opportunity for growth and change. They are waiting for a leader or a manager to have a conversation with them, encourage them, inspire them. A few changes to how they are managed could turn them into productive team members

✅Disengaged employees are looking actively for a new job

When people see more job opportunities around them, they are more likely to see another job as a possibility. More competition for jobs leads to more enticing job offers and active recruitment as well.

✅Link between Stress and engagement

Researchers found that engagement has 3.8 times as much influence on employee stress as work location. In other words, what people experience in their every day work - their feelings of involvement and enthusiasm - matters more in reducing stress than where they are sitting. 

Researchers found that 85% of quieting quitters know what they would change about their workplace and expectations are related to engagement or culture, pay and benefits, or wellbeing-work/life balance.

Finally researchers recommend leaders and managers not to ignore the "Loud Quitters" as loud quitting can signal major risks within an organization.

By not engaging these employees, leaders are missing a primary driver of customer retention and organic business growth. Researchers believed that if leaders are only measuring employee contentment, they are missing engagement and the reality is that many corporate measures of engagement are really just measuring contentment.

True engagement means your people are psychologically present to do their work. They understand what to do; they have what they need; and they have a supportive manager and a supportive team.

The manager is the linchpin of engagement. 70% of team engagement is attributable to the manager. But many or most of your managers are quiet quitting too...

☝️ Leadership and management directly influence workplace engagement, and there is much that organizations can do to help their employees thrive at work.

Thank you 🙏  Gallup Gallup Workplace  researchers team for these insightful findings: Jim Harter   Jon Clifton

Dave Ulrich George Kemish LLM MCMI MIC  

#futureofwork #peopleanalytics #employeeengagement #loudquitting