I am sure by now, many of you have heard the phrase “Quiet Quitting”. It has become the latest buzz word in the workforce and of course on social media too. But with all the discussion and new awareness of this terminology, the real issue boils down to a lack of employee engagement.

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Let me refresh to you who these “quiet quitters” are.  They are employees who are rethinking their relationship with their work and are unwilling to go above and beyond basic job requirements. First of all, they may not be slackers. Most likely, they feel stuck in the workplace mud because they aren’t getting the direction, recognition, or motivation they seek from their leaders, managers, or mentors.

A recent Gallup survey revealed how widespread employee disengagement is, cutting across all businesses, industries and generational lines. For example, half of US employees surveyed consider themselves “quiet quitters”. And another 18% aren’t so quiet; these are actively disengaged employees who are, most likely, seeking another job.

Most employees want to be engaged at work. They want to feel like they have a sense of purpose, understand their role and responsibilities, have a pathway to advance in their career, and believe their skills align with the outcomes they’re working to achieve. Creating a work environment to achieve these positive outcomes requires leading with intention and empathy.

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When leaders actively engage their employees, employees return the favor and performance both individually and as teams are greatly enhanced.

Employees may disengage from their work for many reasons, from demands in their personal life to dissatisfaction with their boss or career choices. “Quiet quitting” is a complex issue, but one that you and leaders can help rectify by taking new action.

Here are five tangible steps you can take to foster employee engagement to counter-balance “quiet quitting”:

  1. Communicate early, often, and transparently. How often do you and your employees discuss progress, goals and work responsibilities?  If you haven’t in a while because you have been too busy, your employees may be destined to become “quiet quitters”. No one wants to feel isolated or ignored. Schedule regular one-on-ones to discuss work and aspirations.

2. Democratize decision-making. Give day-to-day decisions to those closest to the work and who interact directly with clients and customers. Employees are engaged to actively participate, when feeling important. As a result, collaboration is enhanced, trust and productivity will be improved.

3. Give them a project that fits their skills and goals. A great way to engage someone is to provide a new assignment that aligns with their skills, interests, or career goals.  Projects, by design, should come with a team, clearly defined responsibilities, desired outcomes, and checkpoints along the way—all of which can reignite their passion for work and bolster their confidence. A good example is to assign a tech project to a Gen Z and let them run with it.

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4. Invest in training and professional development. So often, the pathway to career growth is blocked by an individual’s lack of qualifications for a particular job or promotion. Ensure your people have the opportunity to take refresher courses or pursue new avenues of interest. Employees are more likely to quit if their future looks cloudy.

Training can’t be one-size-fits-all. It must be customized for each employee based on their role, level, and career aspirations. Providing learning and development opportunities in a variety of different formats will be the most effective.

5. Be a role model. It’s fine to talk a good game, but your actions are more inclined to encourage your employees to change their workplace behaviors. Are you motivated and enthusiastic? Do you proactively engage with your employees? Do you seek their opinions and observations? Most of all, do you demonstrate to your employees that you care?

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By taking these and other steps, you can build a culture of trust that empowers employees and helps them make better choices for the business and their careers. And in the process, you will sidestep the dangers of the “quiet quitting” environment. Now that would be “Magical”!

Need help with more strategies and tips to engage your staff or team. Contact me today and schedule your FREE Strategy Discovery Call. I would be delighted to help you in any way. https://go.oncehub.com/DiscoverySessionCall