Yearly turnover rates can be calculated by taking the number of separations during any given year divided by the average number of employees during that year.These “paycheck suckers” cost the organization 34% of their annual salary. It found that just 21% of employees are engaged at work, suggesting that up to 79% could be practicing quiet quitting in some form or another. Gallup’s State of the Global Workplace report found that job dissatisfaction is at a staggering all-time high and that unhappy and disengaged workers cost the global economy $7.8 trillion in lost productivity.
Whatever your definition of quiet quitting is, it is costly to your organization. So what should your organization care about quiet quitting? It's easy to blame 'slacker' employees, but leaders have direct influence over all the elements of worker engagement. quiet quitting), it means your organization has a leadership problem. Call it disengagement, presenteeism, setting boundaries to preserve mental health, looking for another opportunity, it's nothing really new. Whatever definition you lean towards, 'quiet quitting' is a buzz word. There are so many definitions and perspectives on what ‘quiet quitting’ means that we have to be vigilant and cognizant that our own definition might be different from someone else’s.įor some, quiet quitting means that employees are reducing their work week from 60-70 hours to closer to 40, which is what they’re paid for, and what they feel they’re valued for.įor others, quiet quitting means they've lost their sense of purpose and passion in their job and aren't willing to go the extra mile.įor others, quiet quitting means reducing extra hours for self-preservation, acknowledging that working too much leads to burnout.įor others, quiet quitting means secretly looking for another job while doing the bare minimum in their current job.įor others, quiet quitting means not showing up at work one day without any notice, and ghosting the employer by never coming to work again.
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