How can organizations address workplace disengagement?
Employees detached with their organizations are now taking their disengagement a step further in a trend that experts are calling "loud quitting," according to a new Gallup report.
In a global survey among over 122,000 respondents, Gallup found that 18% of employees are guilty of this behaviour.
"These employees take actions that directly harm the organization, undercutting its goals and opposing its leaders," the report said. "At some point along the way, the trust between employee and employer was severely broken. Or the employee has been woefully mismatched to a role, causing constant crises."
This comes as more than half (59%) of the respondents said they are "quiet quitting," where they are only putting the minimum effort required for them at work.
"Although they are minimally productive, they are more likely to be stressed and burnt out than engaged workers because they feel lost and disconnected from their workplace," the report said.
Despite majority of employees being disengaged at the workplace, the Gallup report also found that those who are engaged are growing in number.
In 2022, 23% of the world's employees are "thriving at work," the highest level since Gallup began recording global engagement in 2009.
According to the report, the gain was fuelled by higher engagement in South Asia, which leads the world in terms of employee engagement at 33%.
"These employees find their work meaningful and feel connected to the team and their organization. They feel proud of the work they do and take ownership of their performance, going the extra mile for teammates and customers," the study said.
Leadership and management "directly influence" workplace engagement and organisations can do much more to help employees thrive, according to the report.
The presence of loud quitters in the workplace indicates major risks in an organisation that are too important not to ignore, the report pointed out.
Quiet quitters, however, present the "greatest opportunity for growth and change."
"They are waiting for a leader or a manager to have a conversation with them, encourage them, inspire them. A few changes to how they are managed could turn them into productive team members," the report said.
