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Most employers are by now aware of the quiet quitting phenomena. Quiet quitters are a growing number of employees who fail to go above and beyond at work. A recent Gallup study from the U.S. found that “quiet quitters make up at least 50% of the U.S. workforce – probably more.”

This should ring alarm bells for employers. Organisations with a large number of disengaged staff will have a significant reduction in productivity and revenue. Disengaged workers take more sick days and achieve less. These so called, quiet quitters can also have a negative influence on the job satisfaction and morale of other employees.

Employee dissatisfaction has been growing in recent years with the number of disengaged workers at the lowest point in over a decade. Gallup reported, “the overall decline was especially related to clarity of expectations, opportunities to learn and grow, feeling cared about, and a connection to the organization’s mission or purpose — signalling a growing disconnect between employees and their employers.”

What can Employers do to Engage and Retain Staff?

Regular Check-ins and Feedback

Managers should establish a culture of open communication by conducting regular check-ins with employees. This includes one-on-one meetings to discuss their workload, challenges, and career goals. Providing constructive feedback helps employees feel valued and engaged, reducing the likelihood of quiet disengagement.

Professional Development Opportunities

Offering opportunities for skill development and career advancement can keep employees motivated and invested in their roles. Employers should implement training programs, mentorship initiatives, or support further education to show a commitment to their employees’ growth, making them less likely to quietly quit.

Recognition and Rewards Programs

Acknowledging and rewarding employees for their hard work and achievements is crucial. Recognition programs, whether through regular appreciation events, awards, or simple acknowledgments, boost morale and job satisfaction. Feeling appreciated contributes to a positive work environment, making employees less inclined to quietly disengage. 

Flexible Work Arrangements

Recognising the importance of work-life balance, employers can offer flexible work arrangements, such as remote work options or flexible hours. This shows trust in employees’ ability to manage their responsibilities, enhancing job satisfaction and reducing the likelihood of them quietly planning an exit.

Addressing Workplace Concerns

Creating an environment where employees feel comfortable expressing concerns is essential. Employers should establish clear channels for reporting issues, and promptly address any workplace challenges or conflicts. Proactive resolution of problems helps prevent employees from disengaging as a result of unresolved issues. 

Encourage Work-Life Balance

Promoting a healthy work-life balance is crucial to preventing employee burnout and dissatisfaction. Encourage employees to take breaks, use their vacation days, and establish clear boundaries between work and personal life. Some companies incentivise taking annual leave by offering a bonus week for employees who use their 4 weeks annual leave in a calendar year rather than letting it accrue.

Provide Opportunities for Collaboration

Create a collaborative work environment where employees feel connected to their colleagues and the broader team. Encourage teamwork, organise team-building activities, and create opportunities for social interactions. Feeling a sense of belonging, purpose and camaraderie reduces the likelihood of employees quiet quitting.