Flip, Europe’s most popular super-app for frontline employees, has revealed that the UK’s frontline workforce is facing urgent challenges in terms of motivation. Flip’s major new research From Unsung Heroes To Quiet Quitters reveals that a fifth of UK frontline employees openly admit doing the minimum required to keep their job, and that two fifths of demotivated workers (41%) plan to stay in their role for more than three year.
The ‘quiet quitter’ phenomenon has been well documented among white-collar workers, but the research shows that it is also prevalent in frontline sectors. Businesses face a productivity challenge in 2025, as a high proportion of ‘quiet quitting’ workers plan to remain in their jobs despite low motivation. Data shows that UK manufacturing faces a particular challenge. 52% of workers say they are only doing what is necessary to keep their job.
Flip’s report reveals several critical drivers for frontline disengagement. For UK workers, the lack of recognition is at the top of the list. Only 4% of dissatisfied workers feel appreciated and recognised, compared to 72% of satisfied employees. This is a huge 69-point gap. The workplace environment and effective communication are also significant factors that lead to dissatisfaction. These two factors have a 66-63 point difference in satisfaction between the satisfied and unsatisfied employees.
Stress and burnout exacerbate the challenges of frontline motivation. Flip’s data indicates that 21% of frontline workers experience burnout or stress at least twice a week, and nearly two-thirds (61%) do so multiple times. Only 30% of employees believe that their manager is supportive during tough times, despite the documented impact of stress on productivity and well-being. In addition, 55% of frontline workers say that poor communication affects their productivity and/or work quality.
Benedikt brand, CEO of Flip, said: “Frontline workers, who are vital to the economy, feel stuck and demotivated, with uncertain career prospects and stress. They also lack support systems.” While a lack engagement is usually correlated with less loyalty, some disengaged workers plan to remain in their current roles. Employers will see the impact of their actions on employee satisfaction and productivity if they do not take immediate, meaningful steps to improve it.
The research reveals some important opportunities for employers in closing the motivation gap. Currently, only 43% feel recognised and appreciated for their work in the UK. The majority of people who are appreciated (88%) say they feel motivated to do more and go the extra mile. This is 4X higher than the number who don’t feel appreciated.
Employee motivation, satisfaction and well-being are all impacted by relationships. Over half of employees (56%) cite good relationships with coworkers as the most important contributor to their well-being. Good manager relationships are ranked fourth, at 42%. This is after job security (49%) as well as predictable hours (43%).
Brand says that to remain competitive, businesses must prioritise the needs of frontline workers and integrate solutions into their daily operations. Brand continues: “That doesn’t mean just lip service, but investing in and thinking about the delivery of HR projects at multiple points along the employee journey.”
Flip’s report offers a roadmap to HR, internal communication, and business leaders who want to defy this trend in 2025. This report offers practical advice and insights to help employers tackle disengagement, improve employee wellbeing and implement technology which keeps frontline workers connected.
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