Do employees who are disengaged but still show up to work each day impact your organization’s bottom line? Yes! To the tune of $8.8 trillion (USD) annually. A recent Gallup “State of the Global Workplace: 2023 Report” states a mere 23% of employees globally are thriving in their workplace. 59% are quiet quitters and 18% are loudly quitting. Let’s focus on the 59% of quiet quitters for our purpose today.
Let’s put these numbers into perspective, if your organization employs 50 people, an astounding 29.5 of those employees have quietly quit your organization. Nine more employees have loudly quit their positions leaving 11.5 thriving and fully engaged employees. Is that even enough engaged employees to continue to grow your organization? Do you know who is engaged in your organization?
What does quiet quitting look like in your organization? Can you tell the difference between the fully engaged employees and those who have one foot out the door? Sometimes you can spot the difference, but often times they look the same. They show up and do their job. The difference is they no longer care about the organization or what their future might be with the company. They view the company in a negative light and do not go out of their way to contribute to the bottom line when the opportunity presents itself.
What does quiet quitting sound like in your organization?
“I see X problem, but the last time I told my manger nothing happened, so I quit seeing things.”
“My performance review is a joke! I get the same feedback every year and everyone gets the same percentage increase, so why bother!”
“I asked my manager for a promotion six months ago and he said I wasn’t ready. Then radio silence for the next six months about my development plan. I’m tired of waiting!”
“My company never talks to me about my future with the organization. Is that because they don’t value me? I’m thinking about finding a company that does see potential in me.”
“My company allows me to work from home, then calls to ask where I am? If you trusted me, you would assume I’m working at home today.”
“I spent hours coming up with goals for the coming year. My manager liked the goals during our annual review meeting, but never checks in on me to see how I am progressing during the year. I only get his attention during review season. Next year, I will copy and paste the same goals.”
The tight labor market is going to persist for many years to come. It’s time to focus on engaging your employees to retain them rather than continuing to replace them. The high cost of turnover, loss of institutional knowledge, and lost productivity are three compelling reasons why it’s time to address the lack of engagement in organizations.
As an HR Consultant, I bring an outside perspective to organizations that is difficult for those on the inside to see. I bring the tools, experience, and expertise to help you create programs that engage employees, slow employee turnover, and turn the tide on disengagement. Can your organization afford to ignore the lack of engagement in your company? Let’s chat to see how I can help fix the disengagement in your organization.