How To Turn Workplace ‘Quiet Quitting’ Into ‘Positive Engagement’

The workplace trends expected to dominate in 2025 are people-focused. They include manager development and human-centric leadership. Firms are looking to re-align company vision with cultural values. With ‘quiet quitting’ reaching new levels, businesses are exploring ways to reverse this trend. An impactful way to do this is to foster employee engagement and productivity.

After a year of many job cuts, experts predict a renewed investment in technology roles and companies. This will make staff retention a top priority for technology and fintech companies. 75% of managers report feelings of ‘overload’ with the changes expected. There is a growing demand for initiatives that promote workplace positivity and engagement. I recently interviewed fintech companies already implementing successful interpersonal campaigns and strategies.

Confident Workplace Communication

Pepper Money is a specialist mortgage lender. They empower their people to support each other and their customers better. Atlyn Forde, their Head of Engagement and Inclusion, told me about their ‘Inclusive Language Guide.’ This guide helps colleagues “build confidence when addressing sensitive topics.” It is set up to support staff in conversations with both customers and teammates. The guide provides valuable insights on mental health, family structures, religious holidays, and age discrimination. Atlyn emphasized that the guide is “about respect.” Many customers are “navigating significant life events”, and they want to support them accordingly. Since its introduction, the guide has fostered a more positive and collaborative work environment. Employees report feeling “more confident and better equipped.” They say they are ready to engage in meaningful conversations, both internally and externally.

Unity In The Workplace

Atom bank provides another excellent example of fostering inclusivity and unity in the workplace. They have done so through their ‘Menopause Awareness Campaign.’ Emma Martindale, a Business Analyst, explained that this initiative is a “company-wide change program.” They have full support from the entire organization. The campaign includes educational talks by nutrition experts and the active involvement of the CEO. The leadership team have championed the appointment of 27 menopause advocates— a quarter of whom are male allies. “We're updating policies and procedures, but more importantly, we're educating our staff,” Emma emphasized. Chris Garbutt, Operational Effectiveness Manager and ‘Male Ally'’ highlighted the broader impact of this effort. He shared how “happiness at work can take a business to new heights.” Together, they have promoted education and empowered a team of advocates to drive positive conversations. Atom bank has created a more united workplace where staff feel encouraged to learn, talk openly, and engage with one another on important topics. This has a direct positive impact on their quality of work.

Transparency and Integrity in the Workplace

The team at Delta Financial Systems, the pensions technology specialists, have worked hard to foster a culture of transparency and openness. According to CEO Billy Chalk, maintaining high cultural standards is a priority. As he puts it, “What you tolerate, you encourage.” He has set the bar high and challenges the team to uphold these standards. Employees are empowered to take ownership of the company culture through open communication and mutual transparency. This includes running thriving internal networks for recognition, charity, social media activity, and wellbeing. Claire Court, Commercial Director, says they are committed to upskilling staff. They “support professional accreditations and encourage hands-on experiences” with new technologies. The leaders talk of their responsibility to develop the next generation of leaders. Billy said, “Being part of Delta means being sincere, honest, and having integrity.” They reinforce these values through clear communication in weekly all-staff meetings and quarterly town halls. One standout example is their “blind and anonymous questions” segment during every town hall, where employees can freely ask the CEO anything. Surveys, committees, and people-led reviews further support their ‘open door” policy with the executive team. This approach has driven higher staff engagement scores and allowed Delta to achieve an impressive employee retention rate.