I recently came across some shocking statistics from the State of the Global Workplace 2023 Report, covering the UK, that made me stop and think. According to the report, a whopping 72% of employees are "quietly quitting". This means that they're psychologically disconnected from their employers, doing the bare minimum, and often feel stressed or burnt out. That's in addition to the 15% who are "loudly quitting," actively undermining their organisations. That leaves only a meagre 13% who are genuinely thriving in their roles.
What Does "Quietly Quitting" Even Mean?
For those who aren't familiar with the term, "quietly quitting" refers to employees who are essentially just watching the clock. They put in the minimum effort required and feel disconnected from their workplace. Although these employees might be minimally productive, they are more likely to be stressed and burnt out compared to their engaged counterparts.
The 15% Who Are Loudly Quitting
The situation becomes even more troubling when we add another layer. Fifteen percent of employees are not just disconnected; they are actively harming their organisations. This often happens because trust between the employer and employee has been broken or the employee has been mismatched to a role, leading to constant crises.
Employers, What Are Your Thoughts?
How do you feel about the fact that you're paying employees who are disengaged and just coasting through their jobs? You're not just losing money; you're missing out on productivity, innovation, and long-term growth.
The Power of Purpose and Collaboration
It's easy to dismiss topics like employee engagement or workplace collaboration as buzzwords but they are crucial for any organisation's success. Employees need a sense of purpose. When they don't feel like they're making a meaningful impact, they'll inevitably drift. Just think of the competitive edge you'd gain if more of your workforce were engaged and thriving.
Collaboration isn't some fluffy concept; it's a savvy business decision. Engaged employees are more productive, more innovative, and they stick around longer.
Final Thoughts
Do you think it's high time we address this looming crisis in employee engagement. As leaders, team managers, or anyone in a position of influence, do you think we need to take proactive steps to change the narrative? These numbers are more than just statistics; they're a reflection of the state of our workplaces. Employee engagement isn't a 'nice to have'; it's a 'need to have.'
So, who's with me? Let's turn these statistics around and create workplaces where people don't just exist but truly thrive.
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