Quiet Quitting: A Key Insight into Employee Motivation
Gallup’s most recent data shows that nearly half of all US employees are not engaged, while only 32% are actively engaged. There is no one-size-fits-all reason as to why employees become disengaged, but many employees attribute their detachment to a variety of reasons:
Quiet quitting can often have adverse rippling effects on organizational citizenship and team culture. In today’s business environment, a strong corporate culture can drive both performance efficiency and balance sheets—and having a team that is willing to go above and beyond can provide organizations with a critical competitive advantage.
With these concerns in mind, leaders that double down on sustainable, talent-optimization solutions like Claira are better positioned to turn disengaged workers into productive, empowered, and engaged team members.
Reducing Quiet Quitting…
In order to combat the trend of quiet quitting, leaders need to know what their employees are capable of and which areas of the organization are lagging behind. The more insight a firm has into its taskforce, the greater the ability of the firm to drive growth by seeking out opportunities that best fit the needs of its team.
A common complaint of quiet quitters is that the scope of their position widens dramatically without warning. The reality of the evolving business landscape is that most jobs are no longer confined to their descriptions. Our economies are no longer industrial, but mainly knowledge-based. This should be reflected in how organizations hire and retain employees.
With Claira, leaders can be better prepared to be upfront about role growth (and scope), while also understanding where they need to fill talent gaps. Leveraging both internal and external talent marketplace, Claira’s competency-based platform provides a clear picture of who to hire, promote, upskill, cross-train, cross-utilize and retain. This can play a crucial role in preventing quiet quitting by providing opportunities for employees to advance their careers rather than making them feel burned out by expectations.
…and Increasing Workforce Precision
Leaders need insight into their human capital in order to better create opportunities for employee competency development. Forbes found that successful employee retention begins with showcasing what an organization can offer its employees—and career growth via internal mobility is a key benefit that attracts and retains qualified individuals, especially among Millenials and Gen-Z individuals.
With nearly 48% of workers agreeing that they would switch to a new job if it offered professional development, placing people in desirable roles beyond their job description is more important now than ever before. Claira can help organizations do more with less by identifying opportunities for employees to increase their value proposition. In 2023, the workplace will likely be driven by those who are able to foresee risks, and factor them into everyday workforce decisions.
Workforce precision also adds to the organizational value chain. According to Deloitte, leaders who implement competency science and machine learning can realize up to a 107% increase in placing talent effectively, which can translate to improvements in productivity (+49%), retention (+98%), and a positive workforce experience (+79%). By leveraging insights on industry trends and people analytics to understand and predict who has these skills internally, Claira helps organizations discover valuable retention opportunities that can translate into improved innovation, profitability, and productivity.
From Quiet Quitting to Quiet Hiring
This period of historic psychological attrition presents a significant opportunity for organizations to improve their human capital systems and their distribution of work. Competency science has the potential to reshape the most fundamental HR management strategies. They are small, precise, and cross-functional—and when combined with machine learning systems (ML), competency statements can fill in the missing details needed to optimally match people to roles best suited to their abilities.
Workforce buy-in starts with leaders who understand that engagement is the key to unlocking efficiency. Organizational visibility drives growth—companies that understand their human capital from the inside and out are able to make better decisions to increase their resilience.
Our team can help you find the right solution. Contact the Claira team, and we’ll get in touch within 24 hours