Engaged Vs. Disengaged Workplace Relevant Stats
Over the past few years, employee engagement has taken a sharp turn. Some employees mentally withdraw and just go through the motions of their jobs; in contrast, other employees not only want recognition for their work but also look for greener pastures. This juxtaposition of the concepts of “quiet quitting” and “loud retention” speaks to a key challenge that many HR leaders face today: retaining the best talent in a changing workforce.
What Is Quiet Quitting?
Quiet quitting is not about employees leaving, really. It is a mindset where workers do the bare minimum and disengage from company culture and extra responsibilities. According to a 2022 Gallup study, this constant decline has taken its toll, with only 32% of American employees believing they’re engaged at their workplace, leading to a drop in motivation and discretionary effort.
Common Causes of Quiet Quitting:
- Burnout and workload imbalance
- Lack of career growth opportunities
- Poor leadership and unclear expectations
- Feeling undervalued or unheard
What Is Loud Retention?
Loud retention is the opposite approach—where companies take proactive steps to recognize, reward, and retain employees. This strategy involves clear communication, career development, and financial or non-monetary incentives to keep high performers engaged.
Examples of Loud Retention Strategies:
- Pay adjustments to match industry standards
- Clear career progression plans
- Frequent recognition and meaningful feedback
- Flexible work arrangements and well-being initiatives
Why Employees Choose to Quiet Quit
A 2023 SHRM report revealed that lack of career development is a top reason employees disengage. If high performers don’t see a path forward, they stop putting in discretionary effort. Additionally, a Forbes article highlighted that toxic workplace cultures are a leading factor in employee dissatisfaction.
HR Strategies to Prevent Quiet Quitting
HR leaders must take a proactive approach to minimize disengagement. Here’s how:
1. Regular Career Development Conversations
- Offer mentorship programs and internal mobility options.
- Schedule quarterly one-on-ones to discuss career growth.
2. Transparent Compensation Reviews
- Conduct market salary benchmarking to stay competitive.
- Offer performance-based bonuses to reward high achievers.
3. Recognition Beyond Paychecks
- Implement peer-to-peer recognition programs.
- Celebrate small wins and milestones in company meetings.
How to Implement Loud Retention Effectively
Companies that embrace loud retention create a workplace where employees feel seen and valued. Here’s how HR can make an impact:
1. Invest in Leadership Training
- SHRM research shows that 58% of employees leave due to poor managers.
- Train leaders on emotional intelligence and communication.
2. Personalize Employee Benefits
- Offer customizable perks like childcare assistance, mental health support, or learning stipends.
- Conduct employee feedback surveys to adjust benefits based on needs.
3. Encourage Internal Mobility
- Create fast-track leadership programs.
- Promote internal job postings before looking externally.
Loud Retention & Employee Engagement: A Case Study of Microsoft
Background:
One of the largest tech companies in the world, Microsoft, had to deal with employee engagement and retention challenges amidst the pandemic. Like many companies, they saw signs of “quiet quitting,” in which employees disengage due to burnout, lack of career growth, and lack of clear expectations. And, to combat this, Microsoft put in place a loud retention strategy centered on the health of employees, their road to success, and the way to recognize them.
What Microsoft Did:
Flexible Work Arrangements:
Microsoft also announced a hybrid work model, which gives employees the choice to work remotely or in the office. This flexibility also mitigated one of the major contributors to quiet quitting: burnout and the work-life balance problem.
Career Development Opportunities:
The company also launched internal mobility programs and upskilling initiatives like the Microsoft Learn platform that enable employees to grow within the company. This solved the issue of re-engagement, which is definitely the reason for the lack of career growth.
Recognition and Feedback:
Microsoft introduced real-time recognition tools such as Microsoft Teams Praise, allowing employees and managers to celebrate achievements publicly. This fostered a culture of recognition and kept employees going.
Leadership Training:
Microsoft spent on manager training programs that developed skills for listening, managing with empathy, communicating, and career coaching. This contributed to the organization having fewer employees leaving for management reasons.
Results:
Enhanced Employee Engagement: Employees felt valued and supported, as evidenced by higher employee satisfaction scores reported by Microsoft.
Increased Retention: The company had significantly less turnover, especially among their best performers.
Enhanced Company Culture: Microsoft developed a culture of trust, recognition, and growth by resolving the root causes behind quiet quitting.
What HR Professionals Should Know:
You Have Flexibility: Flexible work arrangements can help reduce burnout and improve engagement.
Encourage Career Development: Employees are much more likely to want to stay in a place when they see a viable pathway for advancement.
Reward and Recognize: Regular recognition and valuable feedback can enhance loyalty and lower staff turnover.
Train Leaders: Good managers are key to keeping talented employees.
The Bottom Line
HR professionals must recognize that retention isn’t about offering perks but creating a culture where employees feel valued and heard. Addressing quiet quitting with strong engagement strategies and embracing loud retention tactics ensures your top talent stays motivated and committed.
Next Steps:
- Assess your workplace engagement levels. Conduct an anonymous survey to gauge employee satisfaction.
- Implement one loud retention strategy this quarter. Whether it’s a pay adjustment, career coaching program, or leadership training, take measurable action.
- Reevaluate manager effectiveness. Provide training to improve communication, feedback, and career development discussions.
By making retention a priority, HR can shift from reactive to proactive talent management—creating workplaces where employees choose to stay, contribute, and thrive.
