Quiet thriving refers to a state in which individuals experience personal growth and fulfillment. They flourish within an organisation despite not actively seeking attention or recognition. It is characterised by a sense of purpose, engagement and well-being.
Simply put, individuals who consistently excel in their work, adding significant value to their teams and organisations, are known as quiet thrivers. Their contributions can lead to increased productivity levels and improved outcomes. Their key strengths lie in their dedication, reliability and consistent high-quality performance. These individuals often possess exceptional problem-solving skills, the ability to work independently and a natural inclination to take initiative when needed.
Advantages of quiet thrivers
One of the remarkable aspects of quiet thrivers is their ability to enhance productivity levels within a team or organisation. Through their conscientious work ethics and focus on continuous improvement, they set a high standard for themselves and inspire those around them to follow suit. By consistently meeting deadlines and producing quality work, they establish a culture of excellence and motivate others to raise their performance levels.
“Rewarding quiet thrivers in an organisation involves recognising and appreciating their success and satisfaction derived from sustained, internal effort. It is not dependent on constant external validation.”
Sriharsha Achar, CHRO, Star Health & Allied Insurance
Quiet thrivers’ humility and willingness to share knowledge and expertise create a supportive atmosphere that encourages teamwork, collaboration and personal growth. Their professionalism serves as a role model, inspiring others to perform at their best and strive for continuous improvement. They also have a knack for effective communication by actively listening to others and providing thoughtful input, which further contributes to a positive and inclusive workplace culture.
Quiet thriving in an organisation holds substantial impact and value across various aspects. First, it enhances employee well-being by fostering positive psychological states, resulting in improved mental health, job satisfaction and overall happiness. This, in turn, boosts employee motivation, productivity and resilience when faced with challenges. Second, quiet thrivers exhibit high levels of engagement, driven by a strong sense of purpose that aligns with the organisation’s goals. Their commitment, initiative and active contribution are invaluable to the organisation’s success. Third, embracing quiet thriving cultivates a positive organisational culture characterised by inclusivity, where diverse perspectives and working styles are respected and valued.
Lastly, organisations that prioritise quiet thriving become magnets for top talent, as many individuals seek environments that prioritise personal growth and well-being over constant recognition or the spotlight. By establishing a culture that supports quiet thriving, organisations can gain a reputation as employers of choice, attracting and retaining exceptional employees.
Since quiet thrivers are so crucial to a business and they themselves do not actively seek recognition, organizations need to come up with ways to recognise their contribution.
“Offering tailored training opportunities, involving them in cross-functional projects, and considering them for high-potential programmes are effective means of fostering their growth and progress.”
Sujiv Nair, global CHRO, Re Sustainability
How organisations can reward quiet thrivers
According to Sujiv Nair, global CHRO, Re Sustainability, rewarding quiet thrivers necessitates offering individual recognition for their efforts and appreciation for their commitment and advancement rather than solely focusing on results.
“Offering tailored training opportunities, involving them in cross-functional projects, and considering them for high-potential programmes are effective means of fostering their growth and progress. By valuing their distinctive contributions and investing in their achievements, organisations cultivate an environment that motivates quiet thrivers to excel and thrive,” explains Nair.
Personalised recognition: It is important to take the time to understand each individual’s preferences for recognition. Some may appreciate public praise, while others may prefer private acknowledgment. Recognition efforts should be tailored accordingly to make them meaningful for each person.
Sriharsha Achar, CHRO, Star Health & Allied Insurance, believes that when it comes to rewarding quiet thrivers, it’s crucial to understand and appreciate their unique approach to success. Unlike individuals who seek constant external validation and recognition, quiet thrivers find fulfilment and satisfaction in the steady progress they make over time.
“Seeking feedback and actively communicating with supervisors or colleagues about concerns or areas for improvement can lead to a better understanding of the role and potential solutions”
Kamlesh Dangi, group head-HR, InCred
Informal appreciation:If a culture of appreciation is created, team members will be able to recognise and appreciate each other’s efforts on a regular basis. Therefore, it is good to encourage everyone in the organisation to express gratitude and acknowledge the quiet thrivers through informal channels such as team meetings, emails or chat platforms.
Feedback and listening opportunities: Seeking feedback from quiet thrivers, regularly, about their experiences, ideas and concerns is necessary. Organisations should create channels for open communication where quiet thrivers feel comfortable sharing their thoughts. Actively listen to their inputs and implementing changes based on their suggestions, demonstrating that their opinions are valued is essential.
“Seeking feedback and actively communicating with supervisors or colleagues about concerns or areas for improvement can lead to a better understanding of the role and potential solutions,” agrees Kamlesh Dangi, group head-HR, InCred. “Taking initiative to learn new skills or taking on additional responsibilities can also increase engagement and personal growth,” adds Dangi.
Achar observes, “Rewarding quiet thrivers in an organisation involves recognising and appreciating their success and satisfaction derived from sustained, internal effort. It is not dependent on constant external validation. Quiet thrivers embody the understanding that success is not an isolated incident but a gradual journey that necessitates patience and persistence.”
