Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
More stories for you
The popularity of the phrase “quiet quitting” led millions of managers to clutch their pearls, with many workers arguing that there is little reason to go above and beyond their pay grade.
While there is much discourse about whether fears of quiet quitting are unfounded, leaders are still trying to navigate how to spark engagement in the workplace — and the best place is to look to industries that haven’t seen a dip in engagement.
For instance, those working within home services were found to experience higher engagement levels since their actions have a direct impact on each day of work.
These workers are often driven to problem solve and think creatively in order to identify solutions. By doing so, professionals are avoiding working on autopilot and constantly reskilling and advancing in their career.
So what factors can help more industries address low engagement levels and keep employees from turning to quiet quitting?
Workers desire autonomy, flexibility and purpose, and incorporating all three ensures that employees stay captivated at their current jobs.
A few ways to address these factors include giving workers — whether they are freelance, full-time or part-time — the ability to have autonomy in their day. Although not every industry can offer a fully autonomous workplace, many companies that give workers the ability to choose their work hours often see higher levels of productivity and satisfaction.
And the best way to incorporate both autonomy and flexibility at work is technology.
According to a survey from the Harvard Business Review, 82% of leaders said employee happiness is contingent upon the type of technology they have access to.
By offering workers a seamless method of completing their projects, they are more likely to find purpose in their work rather than feeling like a cog in the machine.
