A new Gallup poll has revealedthat more than 50% of American workers now engage in “quiet quitting” - a recently coined buzzword describing an employee’s decision to clock in and perform the minimum necessary work associated with their position and job description. This is concerning as the poll was inclusive of both entry and professional level employees. According to Gallup’s findings, 1 in 3 managers also described themselves as not being emotionally or psychologically engaged while at work. So ,what can business leaders do to counteract this trend before it craters productivity?
1. Understand that the employees have not specifically quit - they’re disengaged Many HR leaders have been quick to point out the term “quiet quitting” is a misnomer. Employees engaged in quiet quitting have not made the decision to leave, rather quite the opposite. They have made the decision to stay; however, they’re re-evaluating what the 40-hour work week means. Therefore, in order to re-inspire these disengaged employees, leaders should: • Let employees know that their desires and concerns are heard • Reassess responsibilities to make sure individuals are not being overworked • Work directly with employees to figure out what would excite and motivate them
2. Lead by example If you are frustrated with the lack of get-up-and-go being displayed by your team, make sure to look in the mirror and evaluate your own performance. For example, are you providing beneficial and timely performance feedback to your team? Are you auditing their work? Are you spending time learning about their challenges? Research shows leaders implementing these best practices realize greater productivity from their teams. 3. Recognize the signs When a person has begun quiet quitting, you may notice: • A drop off in their participation during meetings (i.e. joining late or declining to chime in with new ideas) • A dissuasion to take on new projects outside the scope of daily work
• A sudden increase in other team members’ work loads
• An absence from and/or adversarial position towards to company events
Being able to recognize the early signs of an employee who is engaging in quiet quitting can allow you, as a leader, to address the individual’s concerns before they begin to negatively affect others and/or escalate into a resignation.
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