9 hours Ago By [email protected] (Gleb Tsipursky)
A recent report by Great Place to Work has given new support to previous warnings about the danger to employee retention and engagement from the Canadian government’s new return-to-office mandate, as well as research on similar mandates from private Canadian firms. Specifically, it sheds light on a critical issue: the risk of “quit and staying,” otherwise known as “quiet quitting,” when employees are forced back to the office. This phenomenon can undermine organizational health, productivity and overall workplace culture.
Quiet quitting refers to employees disengaging from their work while remaining in their positions. They fulfil their basic job requirements but lack the enthusiasm and commitment that drive innovation and success. This trend is particularly concerning in the context of return-to-office (RTO) mandates.
According to Great Place to Work’s research, flexibility is a powerful tool for retaining engaged employees. In a survey of 4,400 employees, those with the option to choose among onsite, remote or hybrid work were 14 times less likely to quietly quit compared to those without such choices. Additionally, these employees were three times more likely to express a desire to stay with their organization.
The data highlights a clear link between flexible work arrangements and employee engagement. Employees with the freedom to choose their work environment are more likely to report giving extra effort on the job, have a positive relationship with their manager, and work in a psychologically and emotionally healthy environment. Despite these findings, a staggering 70 per cent of U.
S. employees report that their employers mandate their work location. This rigidity can lead to higher turnover risks and disengagement, ultimately fostering a culture of quiet quitting.
The psychological and emotional well-being of employees is significantly affected by their work environment. In typical North American workplaces, remote employees are 27 per cent more likely to look forward to work and 19 per cent more likely to describe their workplace as psychologically and emotionally healthy compared to their onsite counterparts. High-trust workplaces further amplify these benefits.
In such environments, 83 per cent of employees report a healthy work environment, compared to 64 per cent in workplaces without mandates and just 51 per cent in those with strict RTO policies. This data suggests that fostering trust and flexibility can significantly enhance workplace culture and employee satisfaction. The report shows how the impact of flexible work arrangements varies across industries, each presenting unique challenges and opportunities.
In finance, remote employees need support in connecting with their work’s purpose and feeling valued by their managers. Onsite employees, while benefiting from direct manager interactions, face higher burnout risks. In technology, employees working remotely enjoy a better work-life balance but require more communication about their roles and the company’s future.
Onsite employees benefit from strong management relationships but need support to avoid burnout. In health care, remote workers often feel more understood and valued by their managers, while onsite employees need more recognition and support for their work-life balance. In manufacturing and production, hybrid employees report higher job satisfaction, fun at work, and a sense of having a voice in decisions compared to their fully onsite peers.
The research underscores that flexibility in work arrangements is just one aspect of creating a great workplace. Not every employee desires remote work, and some roles inherently require onsite presence. However, organizations can still cultivate a positive work environment through various strategies.
Allowing employees to adjust their work hours can help balance personal and professional commitments. Offering a condensed workweek can enhance productivity and employee satisfaction. Ample paid time off ensures employees can recharge and maintain a healthy work-life balance.
Stability in scheduling can reduce stress and improve job satisfaction for hourly employees. Providing part-time roles can attract a diverse workforce and meet varying employee needs. The danger of “quit and staying” is a pressing issue that organizations must address to maintain a vibrant and productive workforce.
Flexibility in work arrangements significantly reduces the risk of quiet quitting and enhances overall employee engagement and well-being. While not all jobs can accommodate remote or hybrid work, creative solutions and a high-trust culture can ensure that all employees feel valued and motivated. As businesses navigate the future of work, prioritizing flexibility and employee-centric policies will be crucial in fostering a thriving workplace.
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