When an employee only does the bare minimum required to do their job and begins to withdraw, their connection to the workplace quickly fades. The employee is not engaged and becomes part of the “quiet quitting” trend – a phenomenon that has gained a lot of attention in recent years. And with good reason. Quiet quitting calls for companies to reflect on how to best engage and include employees so they feel motivated and valued.
Quiet quitting is a global challenge
Gallup has examined employee engagement and concludes that quiet quitting is a widespread global issue. Key points from their report “State of the Global Workplace 2023” include:
- 59% are quiet quitting (showing low employee engagement)
- 18% are loud quitting (actively displaying their disengagement)
- 23% are thriving at work (demonstrating engagement at work)
Zooming in on our continent, Gallup’s findings show things don’t look much better. Europe has the fewest engaged employees. Here, only 13% report that they thrive and feel engaged at work, while a full 72% fall into the quiet quitting category, showing low workplace engagement.
Employees who thrive, according to the study, experience their work as meaningful and have a strong connection to their workplace. They take pride in what they do, take responsibility for their own performance, and are willing to go the extra mile.
The large group of quiet quitters put in only a minimum effort at work and have a weak attachment to the workplace. Even though their work performance may be lacking, they are actually more likely to feel stressed and burned out than their more engaged colleagues.
What is quiet quitting?
Quiet quitting refers to a situation where employees choose to limit their effort and engagement to only fulfilling the most basic job requirements. It is not a physical resignation, but rather a mental or emotional withdrawal. Employees stop going the extra mile, participating in voluntary activities, or contributing extra creativity and innovation.
Loud and quiet quitting
In addition to quiet quitting, many now also talk about loud quitting. Loud quitting is when an employee leaves their job in a vocal and perhaps more dramatic manner—openly expressing, for example, that job demands and resources are mismatched. Examples of this have been highlighted in the media, particularly from the healthcare and care sectors. What both loud and quiet quitting have in common is employees who lose their connection—and thus their engagement—with the workplace.
Why is quiet quitting on the rise?
There are many different reasons why quiet quitting is emerging. It may be due to dissatisfaction that has built up over time, with employees feeling unheard and misunderstood. As a result, they adopt an “I don’t care anymore” attitude.
For others, it’s a matter of work-life balance, unrealistic job demands, poor workplace culture, lack of recognition, or inadequate pay.
In Gallup’s State of the Global Workplace 2023, respondents were asked what improvement they would most like to see at their workplace to make it better. The answers fell into three main categories
41 % – Engagement and culture
These responses focused on recognition for one’s contributions at work, the accessibility of leadership, opportunities for personal and professional development, career progression, and clearer goals and direction.
28 % – Pay and benefits
These responses addressed salary development, performance bonuses, canteen services, and childcare options.
16 % – Well-being
These responses concerned work-life balance, rest and break opportunities, flexible work time and location, and a serious commitment to employee health and well-being from the employer.
The remaining 15% of responses did not fall into any specific category.
About the report
“State of the Global Workplace: 2023 Report”is an annual report by Gallup focusing on the global labor market. The data in the report is collected through surveys conducted in over 160 countries across continents.
You can read the full report here
Build a culture of wellbeing – and reduce quiet quitting
If you’re facing challenges with low wellbeing or a lack of engagement in your workplace, it can be turned around over time by creating a culture that promotes growth and wellbeing through feedback and open dialogue.
One way to encourage this feedback and wellbeing culture is through surveys that give everyone in your organization a voice. This could be a wellbeing survey that explores all the essential aspects of a healthy working life. Or it could be a leadership assessment that provides deep insights and helps kickstart the development of healthy, motivating leadership practices in your workplace.
Focus areas to tackle quiet quitting:
Identify challenges early
Get ahead of disengagement. Use wellbeing surveys to gain an overview and spot issues that hinder employee engagement and wellbeing.
Get feedback on leadership
Dive into leadership feedback and help your leaders grow. A leadership survey can be a powerful tool here.
Improve communication and dialogue
Encourage a culture of open dialogue in your organization, where leadership listens to feedback and psychological safety is a priority.
Cultivate a culture of recognition
Create an environment where everyone’s efforts and contributions are genuinely appreciated. Practice giving recognition regularly.
Create sustainable working lives
Promote a healthy work-life balance through flexibility, breaks, and time for deep work.
Support individual growth
Make space for both personal and professional development.
Set a clear direction
Communicate purpose and direction – for both the organization and the individual. Involve your people in the journey.
Boost employee engagement with GAIS
Let us help you get started with collecting continuous feedback from your employees — turning insights into meaningful dialogue and greater engagement and wellbeing.
With the GAIS engagement platform, you can involve and engage your entire organization in the work of creating a thriving workplace.
