Last year, a phenomenon known as “quiet quitting” gained attention as employees began prioritizing boundaries by refusing to take on additional work or go above and beyond in their jobs. However, some workers have taken a different approach and are engaging in what is now called “loud quitting.”
According to Gallup’s new report, nearly 20% of global employees are loudly quitting or actively disengaged. These employees take actions that directly harm the organization, undercutting its goals and opposing its leaders. This behavior stems from a broken trust between the employee and employer or a mismatched role causing constant crises.
Surprisingly, the majority of employees (59%) engage in quiet quitting, while only 23% consider themselves thriving or engaged at work. This trend is costing the global economy an estimated $8 trillion, accounting for 9% of global GDP.
Loud quitting should not be ignored by companies, as it signals major risks within the organization. Actively disengaged employees report feeling significantly more stressed at work compared to engaged employees. Additionally, 61% of actively disengaged workers are actively seeking a new job, compared to 43% of engaged employees.
Gallup’s analysis also reveals that both quiet and loud quitting employees are willing to switch jobs for less pay, unlike engaged employees who require a significant pay increase to consider a job switch.
However, there is still hope. Quiet quitters can be seen as an opportunity for growth and change within a company. By making a few changes in how they are managed, these employees can be inspired and motivated to become productive team members.
True engagement occurs when employees are psychologically present to do their work. It is crucial for organizations to prioritize leadership and management practices that foster workplace engagement, as they directly influence employee satisfaction and productivity.
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