The statistics right now around engagement and quiet quitting are quite alarming. 67% of the workforce doesn't really want to be there. They're not engaged. A more alarming 11% of the workforce is loud quitting–they are actively disengaged and causing trouble in the workplace. What a shame. So, we had an idea–to share a bunch of ideas about how to find joy in your work and enjoy your work more.

Whether managers are shying away from uncomfortable topics or are willing but ineffective feedback providers, few employees are hearing what they need. And managers are overlooking a very effective technique they could use to build a better culture.

The last three years have seen a lot of change in the workplace. Displacement, opportunity, flexible work arrangements, the great resignation, quiet quitting, adapting to new roles and accepting that things may never go back to how they were. It’s a lot for individuals to navigate and presents new challenges for managers and leaders to address so they can best support their teams.

The one certainty of the COVID pandemic is that it has forever changed the way we work. Organisations, schools and educational institutions are restructuring, pivoting and evolving in this new world where many of us now work from home, and a Zoom meeting is the new norm. We explore four critical questions to help your managers help their teams.

Are you actively engaged in your work? Are your leaders actively engaged in their work?

The statistics about workplace engagement can be quite sobering. A shows that actively disengaged workers outnumber engaged employees at a rate of nearly 2-to-1.

Furthermore, one toxic employee can negatively impact as many as nine other people in the workplace.

Would you also agree that people give their best when they are supported and developed?

Organisations with a healthy work culture and highly engaged and connected teams where each member knows their values and strengths, and how they contribute are not only sustainable but also thrive and expand.