Feb 7, 2024 | Mental Wellbeing

Recognising Employee Quitting Types: Transform “Quiet Quitters” into “Thriving Workers”

César Gamio

The link between how your employees feel and their work

Gallup’s annual findings serve as a yearly data-driven compass that guides the business world towards better decision making around people management, engagement, stress, and quiet quitting.

This annual data gives us a better understanding of the strategies we need to foster stronger organisational resilience and elevate performance. 

The crucial revelation from the world’s largest ongoing employee experience study is the profound link between employees’ feelings about their job and their workplace, underscores the pivotal role of mental wellbeing at work. 

In this blog post, we unravel Gallup’s findings, so that you can tailor them to work for your business. Here’s the first insight that merits your attention:

Key finding #1: what your employees want to change about their workplace…

When asked, “What would you change about your workplace to make it better?” employees identified two primary areas of significance:

a) Culture and wellbeing (57%)

b) Pay and benefits (28%)

This resounding response underscores the transformative impact of investing in your people’s wellbeing. While compensation and benefits remain crucial, the data suggests that channelling efforts into enhancing organisational culture and wellbeing yields a more potent influence on resilience and performance. 

The subsequent finding prompts a similar reflection on the importance of culture and wellbeing in the workplace…

Key finding #2: how your employees feel about their job and workplace…

The study reveals the following breakdown:

  • 72% of employees: quiet quitting
  • 15% of employees: loud quitting
  • 13% of employees: thriving at work

Understanding the nuances of each category is essential to discern the dynamics within your workforce:

  • Quiet quitting:

    These employees, though physically present, merely go through the motions. Disconnected and disengaged, they contribute the bare minimum and lack a sense of purpose within the organisation.
  • Loud quitting:

    This category represents employees whose actions directly undermine the company’s goals. Trust is compromised, and their opposition to leadership jeopardises organisational harmony.
  • Thriving at work:

    Employees in this category find meaning in their work, feel a strong connection to the team and company, and take pride in their contributions. They go above and beyond, fostering a positive and productive work environment.

Regardless of the current distribution in your organisation, Gallup suggests that transitioning from “quite quitting” to “thriving at work” requires more than just superficial gestures. The key lies in committing to national or international standards of workplace wellbeing.

Let’s explore strategies to elevate workplace wellbeing and create an environment where employees not only stay but thrive. Keep reading for actionable insights to pave the way for a mentally healthy and resilient workplace.

5 actions to take to improve workplace wellbeing: 

  1. Implement flexible work arrangements:
    1. Flextime policies:

      Establish policies that allow employees to choose their start and end times within certain parameters. For example, they might start work anywhere from 7 am to 10 am and finish accordingly. This gives employees more control over their schedules and helps accommodate personal commitments.
    2. Remote work opportunities:

      Develop a comprehensive remote work policy that allows employees to work from home or other locations. Provide the necessary technology and tools to facilitate seamless communication and collaboration. This flexibility not only promotes the integration of professional and personal commitments but also supports employees who may have commuting challenges.
    3. 4-day workweeks:

      Offer 4-day workweek options or the chance to finish early on a Friday for workers who have completed their tasks for the week. This can provide employees with longer weekends, reducing stress and enhancing overall satisfaction. A study conducted in Microsoft’s Japanese subsidiary found that a 4-day workweek increase productivity by 40%.
  2. Promote work-life integration:
    1. Encourage breaks:

      Emphasise the importance of regular breaks during the workday. Encourage employees to step away from their desks, take walks, or engage in other rejuvenating activities. Implement break-friendly spaces within the office to facilitate relaxation.
    2. Annual leave quota:

      Actively encourage employees to use their holiday time but make sure that if they don’t manage to, they can carry over their unused holiday time to another date (within reason). Increased flexibility and autonomy spurs on employee dedication, commitment and productivity.
    3. Wellbeing days:

      Introduce wellbeing days, allowing employees to take a day off specifically to focus on their mental and physical health. This acknowledges the importance of overall wellbeing and helps prevent burnout.
  3. Provide wellbeing programmes:
    1. Fitness and health initiatives:

      Implement fitness programmes within or near the workplace, such as yoga classes, gym partnerships, or activity challenges. Encourage employees to participate in regular physical activities, promoting both physical health and team building.
    2. Mental health resources:

      Offer workshops, seminars, or training sessions focused on stress management, mindfulness, and mental health awareness. Provide access to counselling services or Employee Assistance Programmes (EAPs) to support employees facing personal or professional challenges. Even small actions, like providing open access to mental health resources such as digital guidance and educational leaflets, can have a lasting improvement on stigma around addressing mental health at work.
    3. Healthy lifestyle incentives:

      Introduce incentives or rewards for adopting healthy lifestyle choices. This could include discounts on gym memberships or subsidies for health and wellbeing-related expenses.
  4. Encourage open communication:
    1. Regular check-ins:

      Conduct regular one-on-one check-ins between managers and employees to discuss workload, challenges, and career aspirations. This creates a platform for open dialogue and ensures that employees feel heard and supported.
    2. Anonymous feedback channels:

      Establish anonymous channels, such as suggestion boxes or online surveys, where employees can share feedback without fear of reprisal. Use the feedback to identify trends, address concerns, and continuously improve the work environment.
    3. Company meetings:

      Organise periodic meetings where leadership communicates key updates, answers questions, and engages with employees. This fosters transparency and a sense of community within the organisation.
  5. Invest in professional development:
    1. Training and skill development programmes:

      Offer regular training sessions, workshops, or online courses to help employees enhance their skills and stay up-to-date with industry trends. This not only benefits the organisation but also boosts employees’ confidence and job satisfaction.

      View our extensive selection of employee and leadership training options.
    2. Mentorship programmes:

      Establish mentorship initiatives that pair experienced employees with those seeking guidance and career development. This provides a valuable support system, encourages knowledge-sharing, and fosters a sense of belonging.
    3. Tuition reimbursement:

      Provide financial support for employees pursuing further education or advanced degrees related to their roles. This demonstrates a commitment to employees’ long-term growth and career progression.

Implementing these specific actions requires a thoughtful and strategic approach, and it’s essential to tailor them to the unique needs and characteristics of your workplace. Moreover, you must regularly assess the impact of these initiatives through employee feedback and make adjustments as needed to continuously improve the workplace culture and wellbeing.

To avoid cultivating a workplace of “quiet quitters”…

…you must prioritise culture and wellbeing in your workplace. Taking on the actions we’ve listed above is a step in the right direction, but there’s more to workplace wellbeing than providing tasty snacks and comfy cushions in the office. 

It takes a strategic understanding, dedication to the analysis of processes and data, and a commitment to the long-term goal, but don’t let all that dissuade you from putting in the effort to reach your organisational potential. At Dharma, we help businesses reach their workplace wellbeing objectives on a daily basis, so don’t be afraid to reach out to us and take the first step towards building a happy, healthy and high-performing workplace. 

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