Staying up to date on digital technology and upskilling in today’s swiftly evolving world can be exhausting—and the workforce is expressing this sentiment. Traditionally, learning was confined to formal education or dedicated training sessions but now it’s become a continuous process necessary for personal and professional growth. We’ve seen growing trends of workforce burnout in the forms of, “the Great Resignation” and “quiet quitting” as people check out in the face of uncertainty and growing obligations.
“Quiet quitting refers to doing the minimum requirements of one’s job and putting in no more time, effort, or enthusiasm than absolutely necessary.” -Greg Daugherty
According to a Gallup survey, “Quiet quitters make up at least 50% of the U.S. workforce—probably more” and the numbers are growing. While much of this started during the Coronavirus pandemic, the survey showed the overall change was especially related to “clarity of expectations, opportunities to learn and grow, feeling cared about, and a connection to the organization’s mission.” While this is a growing issue, there is a solution embedded within the problem. People are disengaging to focus on mental and physical health and to find a sense of agency over their time. To improve engagement, employers need to prioritize learning and development “in the flow” of work. LinkedIn put together a report based on a survey of approximately 4,000 professionals. They found that 94% of employees would stay at a company longer if it invested in their career.