Grumpy Staying is the new Quiet Quitting – what happens when unhappy workers stay put

The Great Resignation or Quiet Quitting may have come and gone but a new phenomenon is emerging in Australia: Grumpy Staying. As companies started to issue return-to-office mandates post-pandemic, some workers began to feel the pressure. According to the recent Indeed Better Work, Better Lives 2.0 Global Study, a staggering 69% of Australian respondents are unhappy in their current roles. Let’s explore why employees don't want to return to the office, what else is affecting their job satisfaction and what to do to boost employee retention in times of Grumpy Staying.

What is Grumpy Staying?

Grumpy Staying refers to employees who remain in their jobs but do so begrudgingly and without enthusiasm. Although they may be unhappy with their work-life balance, their salary or their company’s corporate culture, they feel they currently don't have any other options and need to stay in their jobs to safeguard their livelihood. In essence, these workers are doing what’s expected of them, and often the bare minimum, but they’re not happy about it.

The reasons why employees may choose to stay in a job they're unhappy with are manifold. For one, they may be worried about financial security or may simply not want to start over at a brand-new company. They may even feel loyal towards their current employer despite their grievances, especially if they’ve been employed there for a long time. Or, they just may not have the energy to go through the process of finding and securing a new job. Finally, Grumpy Stayers may have applied for other jobs but have been unsuccessful in securing an alternative position.

Whatever their personal reasons may be, according to the Better Work, Better Lives 2.0 study, all Australian workers are likely to share a desire for a fair income, appreciation and growth opportunities.

Effects of Grumpy Staying on businesses

Whatever the reason, Grumpy Staying is posing a major challenge for employers. Employees who are staying unwillingly are usually less productive, actively disengaged, more likely to leave suddenly – perhaps even mid-shift or live on TikTok! – and more prone to engaging in harmful conduct such as gossiping or even sabotage. Naturally, this can lead to a toxic work environment that affects the morale of other staff members.

What's more, studies have repeatedly confirmed that there is a clear correlation between employee disengagement and declining performance. 

How to combat the impact of Grumpy Staying

So, what can businesses do to tackle the adverse effects of Grumpy Staying? Here are some suggestions:

• Take employee feedback on board. The best first step is to ask employees what exactly they're happy with about their jobs and where they'd like to see improvements. An employee satisfaction survey can be a great tool that will give you a good idea of what you’re doing well and what’s not so great. Then use this feedback to make changes that will boost your staff’s job satisfaction.
• Offer flexible work arrangements. If staff are unhappy with their work-life balance, consider offering them more flexibility. This could mean allowing them to work from home, agree on a hybrid work arrangement or work flexible hours. According to Hiring Lab’s Senior Economist Callam Pickering, more Australians are keen on having a four-day workweek, in particular.
• Pay staff fairly. Make sure employees are being paid a competitive salary and get to enjoy an attractive remuneration scheme. If they're not, they're more likely to start looking for a new job elsewhere. Given the prevalence of pay transparency, team members are likely to find out if they’re being underpaid.
• Invest in employee development. Help employees grow and develop their skills. Not only will this make them more engaged and less likely to leave but the organisation will also reap the benefits of the additional expertise acquired.
• Be transparent with employees. Keep employees informed about the organisation’s plans and goals. This will help them feel valued and truly are a part of the team.
• Create a positive workplace culture. Employees who are happy with their work environment are less likely to be Grumpy Staying. Make sure the company culture is supportive, inclusive and rewarding for staff members.
• Celebrate employee successes. When workers do something well, be sure to recognise their efforts. This will show them that their dedication is seen and appreciated – a sure-fire way to boost satisfaction and engagement.

By following these recommendations, employers can work towards creating a workplace with happy, productive and engaged employees. The result: less Grumpy Staying and more employee retention.

The future of Grumpy Staying

It's still too early to say what exactly the long-term impact of Grumpy Staying will be. However, it's already clear that the old ways of doing things are no longer working – today’s workforce is not willing to put up with an unsatisfying work-life balance, low salaries, a lack of appreciation and an unattractive workplace culture.

So, Grumpy Staying is a trend that employers need to take seriously. After all, if the underlying causes of Grumpy Staying are not addressed, there is more likely to be a decline in employee morale. Ultimately, productivity – and your bottom line – will suffer.

While Grumpy Staying is undoubtedly a challenge for employers, it is also an opportunity. Those organisations that are willing to listen to employee feedback and make changes to their workplace culture will be able to attract and retain the best talent.