Climate quitting: how to keep your employees motivated at work.

Picture this : a? bright, proficient, resilient professional applies to your job listing you, smashes the interview, accepts the offer and gives 100% at the job, everyday forever. And that happens every time you hire. Wouldn't that be such a joy? Well it's also a mirage: people are not robots and remuneration is not a failsafe guarantee of optimal performance.?

How many bad days can your bottomline take?

Everyone has days when they’re at the top of their game, and others that are much less ideal. But how many bad days in a row can you withstand before it starts to tell on your performance and bottomline? The link between engagement and performance outcomes is crystal clear. Yet, in their? Gallup’s 2022 survey, only 9% of employees identify as both ‘thriving and engaged’, while (57%) of the respondents are ‘not Engaged and not thriving’. Among employees under 40 in Europe (including the UK), 19% are ‘actively disengaged’, a term coined to capture phenomena such as burnout, or more recently, ‘quiet quitting’, which refers to doing the bare minimum at work.

Climate quitting is the new quiet quitting?

Just as the pandemic introduced the concept of quiet quitting to us, the ever-growing urgency of climate change has introduced climate quitting into our lexicon. The Corporate Governance Institute defines it as ‘ the practice of leaving a job or rejecting an offer?because the candidate thinks the employer’s ESG commitments aren’t up to scratch'. As costly as resignation is, it can be a better option than employees remaining in a job where they are mentally resigned to do the bare minimum. A recent survey of 6,000 UK employees found that? almost one in two (46 per cent) want the company they work for to demonstrate a commitment to ESG, while one in five (20 percent) have turned down a job offer for that reason.

Climate engagement goes beyond reassuring the climate anxious.?

Employee engagement programmes can help keep employees connected and inspired by organisational goals, but they seldom cater to climate anxiety. Climate engagement programmes cater to this gap directly by addressing environmental issues within the context of workplace communities; enabling institutions and employees to bridge the gap between climate intention and action. By directly addressing their distress, this can help climate anxious employees feel? more energised and motivated at work. What's more, the benefits of climate engagement programmes go beyond the environment. From being ‘more aware of their organisation’s sustainability work, to feeling an increase in wellbeing or pride in their organisation, users on the Do Nation platform report several positive effects from a three month programme. For more data about the link between climate change, employee engagement and profitability, you can download our Greenprint report.