A recent Gallup survey reveals a worrying trend in the Middle East: employee disengagement. Employee engagement is a vital aspect of organizational success, yet in the Middle East, only 15% of employees are actively engaged in their work. This statistic highlights the urgent need for leaders to take proactive steps to boost engagement levels and create a thriving workplace environment.
Only 15% of employees are actively engaged in their work, with a staggering 62% “quiet quitting” (not invested) and a further 23% “loud quitting” (actively disengaged). This is significantly worse than global averages (59% quiet quitting, 18% loud quitting). This indicates a more severe issue in the Middle East, where companies are facing a larger pool of discontented employees.
The report further highlights employee dissatisfaction through stress and anger levels. A significant portion of Middle Eastern workers (45%) experience stress, exceeding the global average (44%). Even more concerning is the daily anger reported by 32% of employees in the region, compared to the global average of 21%.
These factors combine to create a high turnover intent. Nearly half (49%) of employees in the Middle East plan on leaving their jobs, a number only slightly lower than the global average of 51%.
This data underscores the urgent need for companies in the Middle East to prioritize employee engagement.
According to Gallup, the low engagement of employees at work costs the global economy a staggering $8.8 trillion, which accounts for 9% of global gross domestic product (GDP). However, it’s worth noting that quiet quitters could potentially be motivated again through improved management practices.
Employee Engagement: Decoding the Stats
Engaged Employees: 15% These individuals form the backbone of your workforce, displaying commitment to your company’s mission, values, and objectives. They go above and beyond their job descriptions, inspiring their peers, and actively contributing to business innovation. Engaged employees exhibit strong leadership qualities, often spearheading initiatives that propel your organization forward. They possess a deep understanding of the company’s ethos and maintain a profound sense of connection to its success.
Not Engaged Employees: 62% Identifying these employees can be challenging as they may not express overt dissatisfaction with their roles. However, they constitute the majority of your workforce. Not engaged employees fulfill their job responsibilities but demonstrate minimal enthusiasm or investment in the company’s goals and values. Their lackluster attitude toward work often influences their colleagues, fostering a culture of mediocrity. Despite putting in the required hours, they exert minimal effort and merely go through the motions of their tasks.
While not-engaged employees have the potential to transition to an engaged status, prolonged neglect may result in their descent into the actively disengaged category.
Actively Disengaged: 23% These employees not only harbor discontentment but also actively express it through their behavior. They consistently undermine the company’s accomplishments, creating a toxic work environment. Despite possessing expertise in their respective fields, they adopt a cynical attitude, believing they could perform better without making any effort to do so. Once an employee reaches the actively disengaged stage, re-engagement becomes exceedingly challenging.
Understanding the Challenge
Low levels of employee engagement present significant hurdles for organizations, leading to decreased productivity, higher turnover rates, and overall diminished morale. Despite the region’s economic expansion and robust job market, many employees express feelings of disconnection and disengagement from their work.
What Leaders Can Do?
Leadership plays a pivotal role in shaping organizational culture and cultivating an environment where employees feel valued and motivated to contribute their best. By prioritizing open communication, transparency, and recognition, leaders can foster a culture of engagement that inspires employees to excel.
Investing in Wellbeing
Employee wellbeing is closely linked to engagement and performance. Leaders can support employee wellbeing by promoting work-life balance, offering wellness programs, and creating a supportive work environment that prioritizes physical, mental, and emotional health.
Recognizing and Rewarding
Recognition is a powerful tool for reinforcing positive behaviors and motivating employees. Leaders should regularly acknowledge and celebrate the contributions of their team members through formal recognition programs, verbal praise, and tangible rewards.
Encouraging Collaboration and Teamwork
Collaboration fosters engagement by fostering a sense of belonging and unity among employees. Leaders should encourage teamwork, cross-functional collaboration, and knowledge sharing to create a cohesive and supportive work environment.
Measuring and Monitoring Engagement
Regularly measuring and monitoring employee engagement is crucial for identifying areas for improvement and tracking progress over time. Leaders can utilize surveys, focus groups, and performance metrics to gain insights into engagement drivers and inform strategic initiatives.
By implementing proactive strategies to foster a culture of engagement, empower employees, prioritize wellbeing, and cultivate trust and collaboration, leaders can create workplaces where employees are motivated, productive, and committed to organizational goals. Now is the time for leaders to take action and invest in the engagement and wellbeing of their most valuable asset—their people.
