The Great American Worker is ticked off at their employers and they’re not shy about giving their bosses an earful.
New data comes from a Gallup State of the Global Workplace report.
In it, Gallup reported U.S. employees are in the midst of a mass crisis over their on-the-job responsibilities.
DON’T MISS: Beyond 'Quiet Quitting': Another Workplace Trend Is Making Employers Even Angrier
44% of staffers report “a lot of stress” on a daily basis, which equals the record high in 2021 and “continuing a trend of elevated stress” that started creeping up 10 years ago. Among other gripes, employees report “low engagement” on the job due to emotional angst -- and that’s a big problem for all involved.
“Low engagement costs the global economy $8.8 trillion,” Gallup reported. “That’s 9% of global GDP — enough to make the difference between success and a failure for humanity.“
The data points to the only thing career professionals hate more than their jobs is unemployment, and that’s a reality working Americans won’t tolerate, Gallup noted. What’s more, employees aren’t reluctant to place the blame with the C-Suite class.
“Poor management leads to lost customers and lost profits, but it also leads to miserable lives,” the survey stated. “Gallup’s research into well-being at work finds that having a job you hate is worse than being unemployed — and those negative emotions end up at home, impacting relationships with family. If you’re not thriving at work, you’re unlikely to be thriving at life.”
In its study, Gallup divides today’s workers into three categories – thrivers, quiet quitters, and loud quitters. It’s the latter that’s rising in the workplace in 2023.
“Loud quitters take actions that directly harm the organization, undercutting its goals and opposing its leaders,” Gallup stated. “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.”
Good management practices could curb so-called “low-engagement” workers, the study concluded.
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“For leaders and managers, loud quitting can signal major risks within an organization that are important not to ignore,” Gallup noted. “Conversely, quiet quitters are often your greatest opportunity for growth and change. They’re 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,” Gallup advised.
