How to Engage Quiet Quitters and Retain a Talented Workforce

Over the last six months, we have become increasingly familiar with the term 'Quiet Quitters'.  In the UK one in three workers label themselves as quiet quitters, which is showing up with the purpose of only performing tasks contained within their job description or contractual obligations. 

While the issue of employees being 'disengaged' at work isn't new Gallup's 2022 global workplace report shows that only 14% of European employees are engaged at work which is 7% lower than the global average (21%) and 19% lower than the U.S. and Canada (33%). 

McKinsey research shows that one-third of European workers are considering quitting their jobs in the next three to six months.  The top three reasons Europeans give for leaving their jobs are inadequate compensation, lack of career development and advancement, and uncaring and uninspiring leaders.

In 2018 a Korn Ferry study estimated that by 2030, more than 85m jobs could go unfilled because there wouldn’t be enough skilled people and the CIPD latest labour market survey found that 46% of recruiting employers have hard-to-fill vacancies.

Quiet quitters and the loss of top talent will be impacting heavily on productivity and profitability within your organisation and the reality is this will be the case for years to come.

To engage quiet quitters we first have to understand the human response to emotions. On the inside we experience emotions like fear and anger and without thinking we have auto responses (behaviours) to these, for example when we feel fear we tend to run or avoid things and with anger we might even shout, swear or rant.

Quiet quitters are quitting because of how they have been treated by their employer or society. The McKinsey and Company survey highlights the third highest reason why European employees are leaving their jobs is because of uncaring and uninspiring leaders. This takes us back to the old saying “people leave managers not organisations’.

Leaders need to be aware of their own emotions, their response to these and the impact they have on their team. They also need to think about their team’s shared purpose and what is important to them. Spending time with the team and individuals finding out what is important and what brings them satisfaction will be time very well spent as these individuals will feel more satisfied at work and with their life and be more loyal and productive employees.

To watch the recording of this 30-minute webinar click the picture below.

What attendees said about this webinar:

“I found this helpful and thought provoking. Thank you...off to have a chat with management team now”

“Very helpful as always Julie.”

“Thanks Julie, very insightful.”

Do you need further help?

If so, I offer a complimentary call to discuss your requirements and how we might work together.

How to Engage Quiet Quitters and Retain a talented Workforce