Gallup finds the best requirement and habit to develop for successful managers is having one meaningful conversation per week with each team member - 15-30 minutes. Only managers are in a position to know employees as individuals - their life situation, strengths and goals. Managers must learn how to have conversations to help employees reduce disengagement and burnout. Senior leadership needs to reskill managers to win in the new hybrid environment. Only one in three managers are engaged at work. It's clear that quiet quitting is a symptom of poor management.įirst, address manager engagement. Disturbingly, less than four in 10 young remote or hybrid employees clearly know what is expected of them at work.Fully remote and hybrid young workers dropped 12 points in strong agreement that someone encourages their development.Younger workers have dropped 10 or more points in the percentage who strongly agree that someone cares about them, someone encourages their development, and they have opportunities to learn and grow.And during the same time, the percentage of actively disengaged employees increased by six points. The percentage of engaged employees under the age of 35 dropped by six percentage points from 2019 to 2022. These younger employee advantages have mostly disappeared. Since the pandemic, younger workers have declined significantly in feeling cared about and having opportunities to develop - primarily from their manager. This is a significant change from pre-pandemic years. Gallup finds a decline in engagement and employer satisfaction among remote Gen Z and younger millennials - those below age 35. The Workplace Has Gotten Worse for Younger Employees Most employees who are not engaged or actively disengaged are already looking for another job. The latter are "loud quitters." Actively disengaged employees tend to have most of their workplace needs unmet and spread their dissatisfaction - they have been the most vocal in TikTok posts that have generated millions of views and comments. workforce.Įveryone else is either engaged (32%) or actively disengaged (18%). Many quiet quitters fit Gallup's definition of being "not engaged" at work - people who do the minimum required and are psychologically detached from their job.
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