Workplace Resilience — Addressing Employee Satisfaction and Disengagement Trends

The COVID-19 pandemic has been an unprecedented crisis with far-reaching consequences for individuals, families, and businesses around the world. The pandemic has not only impacted physical health and wellbeing but also brought significant changes to the work world. Employees have had to work remotely, adapt to new work practices, and deal with mounting stress, isolation, and uncertainty. As a result, employee and leadership wellbeing has taken a nosedive since the pandemic, and there’s no shortage of stressors that are impacting your employees and taking a toll on employee satisfaction.

Employee Satisfaction and Disengagement Trends

A recent survey by the international staffing company Kelly Services shows that employee and leadership wellbeing has been significantly impacted by the pandemic. The survey reveals that one of the most concerning effects of stressors on employee satisfaction is disengagement trends like “quiet quitting”. Quiet quitting occurs when workers disengage from their work and the company and effectively check out mentally.

The percentage of employees participating in “quiet quitting” is about 45%, which means almost half of the workforce is disengaged and unsatisfied. This situation can quickly lead to high turnover, low productivity, and other negative consequences for a business.

The Executive Perspective

A similar number of executives (47%) report that they’ve been affected by “quiet quitting” in the past year. The Kelly Services report found that there’s a significant disconnect between workers and leaders. Leaders who fail to recognize the signs of disengagement and avoid addressing employee concerns face negative impacts on their business.

Lack of Inclusivity

Employees who reported that they were likely to leave were more likely to also report a lack of inclusivity. Inclusivity matters more than ever in the workplace, as its absence fuels feelings of discontent and disengagement in the workforce. In its report, Kelly Services highlighted the importance of inclusive practices in creating a more resilient workforce. Without inclusivity, disengagement trends, such as quiet quitting, decreased productivity, and negative business performance, will likely persist.

The business impact of decreased employee satisfaction can be significant, from high turnover rates to low productivity. Thus, companies must take measures to counter disengagement trends and prioritize employee satisfaction and well-being. When employees feel supported and valued, they are more likely to perform at their best, which can lead to the growth and success of the business.

Workforce Resilience

Less than half of executives (47%) believe their workforce is resilient enough to adapt to changes. Business leaders must strive to create a resilient workforce that can adapt to any challenge and overcome adversity. Resilience strategies must address employee concerns and well-being while promoting sustainable work practices.

To create a more resilient workforce, consider implementing these practices followed by organizations that lead the way in workforce resilience:

1. Support mental health – Develop employee assistance programs, offer mental health days, retreats, or mindfulness training to support workers.

2. Provide resources – Guest speakers, seminars, or workshops can help build employees’ skill sets and encourage professional growth.

3. Employee recognition – acknowledging employee achievements by creating peer recognition programs or rewarding positive behaviors – goes a long way in boosting employee morale.

4. Diversity and inclusion – Supporting a diverse workforce, including historically marginalized groups, can help create a culture of inclusivity.

The Covid-19 pandemic has presented unique challenges for workplaces, with disengagement trends increasing rapidly as a result. However, businesses can address these challenges by implementing sustainable practices that support employee engagement and satisfaction. To foster a resilient workforce, leaders must listen to and address employee concerns, promote inclusivity, and support mental health. By cultivating a positive work culture and prioritizing employee satisfaction, businesses can adapt and thrive in the face of any challenges.

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