This is not the first time we propose the topic of Great Resignation as the main point of discussion. And recently, another related social media tsunami happened: Quiet Quitting. Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Now, with a new recession knocking on our door, one would only expect that people would stop quitting their jobs. But no. The constant quitting movement among the world's employees shows no sign of regression. The US Bureau of Statistics released a chart that presents shocking numbers. Just in June this year, more than 4 million employees quit their jobs in the US, increasing the number of job vacancies to 11 million.
A question to you, the reader: why do you think this happens? Well, we can undoubtedly say that it's not only linked to the pandemics, as many stated a while back. If it were, we wouldn't talk about one in five employees who plan to switch jobs in the coming year.
So it is safe to say that it's an issue of people literally being unhappy with their jobs. But what could make a person unhappy at work?
Many aspects can influence one's well-being. And truth be told, only by understanding the root of the problem can a leader figure out a solution before it reaches a critical point.
Let’s talk facts and facts show that approximately half of the working people are under a big amount of stress.
Yet, that's not all. To this amount of stress, we can add emotional job detachment, dissatisfaction, inadequate communication with leaders, and anxiety. Thus, it's no wonder so many people are unhappy. In other words, it's no wonder so many people quit, searching for a new and happier place to work in.
But what can leaders do? How can you be attuned to what's happening within your team?
Simple - you should constantly ask coaching questions and offer feedback.
Being honest with one another and providing mutual feedback is not just the right way to raise engagement within teams but also to keep people happy. And it's not just us supporting this theory. No, there is plenty of research that highlights just that:
Therefore, creating an environment of feedback loops is the future of successful organizations. Because as an employee, knowing that you work in a place where everybody is honest gives you confidence and empowers you. That’s what Psychological Safety is all about. And as an employer, creating an environment where individuals can raise their attention span and, thus, their engagement is the thing to aspire to.
So, in the end, we turn to you, the leader reading this article. Ultimately, we want to give you a very honest piece of advice. One that, if implemented right, can save you a lot of time and money. Measuring workplace happiness and creating a feedback loop are ways an organization can work towards success in the times to come. The Great Resignation and Quiet Quitting are here to stay. Therefore, you need to deeply understand and empathize with the people you work with. Only by doing so can you help ease their stress and anxiety levels, making them more committed to their jobs. By doing so you can successfully withstand work unhappiness.
