How are we really doing?

Stress, quiet quitting, and disengaged employees have become part of modern work life.

In June 2023, Gallup released the “State of the Global Workplace: 2023 Report”, a global study that takes the pulse of workers around the world. The 99-page report is packed with insights, data, and conclusions — and after reading it, one question came to mind:

How are we really doing?

The answer: not great.

This is arguably the most comprehensive study of workplaces worldwide — a kind of global benchmark.

So, can we turn the trend around?

In theory, it should just be a matter of doing the opposite. Kind of.

It’s not all bad news

Believe it or not, we’re actually more engaged than ever — and workplace satisfaction has reached an all-time high.

In 2023, engagement hit 23%, the highest ever recorded. A small but welcome bright spot.

But here’s the problem:

59% are “quiet quitting,” and 18% are “loud quitting.”

That’s where things start to hurt.

A quiet quitter is someone who fills a chair, watches the clock, and does the bare minimum. They’re mentally disconnected from their employer. Even though they still contribute, they’re more likely to experience stress and burnout than engaged employees.

Meanwhile, loud quitters actively work against their organization — undermining leaders, criticizing management, and spreading negativity both in the office and online.

And here’s a big one: 44% of employees report feeling significant stress during their workday.

Perhaps most surprising?

Those who experience the least stress are the ones working at the office.

So… was all the praise for remote work a lie?

Not quite — but there’s more nuance to it.

Can quiet quitters be turned around?

Absolutely — and that’s where your biggest opportunity lies.

Most workplaces are filled with quiet quitters — not people who want to leave, but those waiting to be inspired, motivated, and coached.

Leaders play a crucial role here. To reverse the trend of stress and disengagement, organizations must create the right conditions for engagement.

What employees actually want

According to the report, employees’ top priorities fall into three main categories:

1. Engagement and culture (41%)

Employees want to feel appreciated, see leadership that’s present and accessible, have room to grow, and clear goals that make sense.

2. Pay and benefits (28%)

Fair salaries that reflect performance, help with commuting costs, and bonuses tied to results and shared goals.

3. Wellbeing (16%)

Less overtime, the flexibility to work from home, longer breaks for recovery, and a better work-life balance.

5 practical ways to turn the trend

Make the office worth showing up for
The office remains a place for connection, learning, and culture-building. Create an environment where people want to be — with opportunities for collaboration and social activities that aren’t all about work.
Build an inclusive culture — together
Culture isn’t built in a boardroom. Start with an employee survey, then hold workshops where everyone helps define the company’s values and ways of working.
Set clear, achievable goals — and celebrate wins
Goals create purpose. Make them challenging but realistic, and ensure they don’t require overtime to achieve. If you overshoot, adjust. The key is consistency, not perfection.
Invest in your people
Developing your existing team boosts productivity and builds internal expertise. Happy, skilled employees stay longer — and perform better.
Be present and available
A visible, approachable leader builds trust. Being there for your team makes it easier to support individuals and tailor your leadership style to their needs.

Final thoughts

Some parts of the report — like calls for subsidized childcare or setting up health clinics — are clearly more relevant to the U.S. than Sweden. But the core message applies everywhere.

Take a hard look at your organization and reverse-engineer the insights: What’s working, what isn’t, and how can you make real, sustainable improvements?

And yes — it’s true that office workers report less stress.

Why?

Because many organizations still haven’t fully adapted to hybrid work.

So beyond the tips above, make sure you invest in strong remote leadership and the right technology to support hybrid collaboration.

If you want to dive deeper, the report also includes country-specific data for Sweden — a great way to benchmark how we’re really doing compared to the rest of the world.

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