As a leader or manager, you’ve likely heard about the recent movement in the workforce called “quiet quitting.” Quit quitting is a concept referring to employees doing the bare minimum at work due to burnout or feeling undervalued. According to Gallup, “quiet quitters” make up 50 percent of the workforce – and this statistic is only expected to rise unless employers make some major changes! Companies that take steps to break the cycle of quiet quitting will prevent their top talent from leaving, as well as create a culture that regularly engages staff. Here are some ways to start counteracting quiet quitting within the workplace:
Identify the signs.
Knowing the signs of quiet quitting is essential for combatting this movement from occurring in your workplace. Some of the most common indicators that quiet quitting is taking place at your company include decreasing employee engagement; low employee performance (i.e., not meeting deadlines on time or slacking off on the quality of work); and high turnover rates. While there are many red flags that could indicate quiet quitting, being proactive about addressing even just one or two of these issues is the first step to reversing poor employee retention.
Promote a path to advancement.
When employees know how they can advance within your organization, they’ll be more motivated and driven to perform their best and reach their greatest potential. Communicating ways in which your staff can elevate themselves to higher positions and earn greater salaries is essential for keeping them engaged in their roles and fostering an environment that allows your people to contribute their talents and abilities in the most meaningful way. When employees know that their employer is investing in them, they’ll be able to envision themselves at your company in the future.
Embrace employee recognition.
Employee recognition is truly at the heart of positive workplace cultures. Establishing practices that actively recognize employees for their achievements and milestones sets the stage for stronger manager-staff relationships, improved productivity, and greater job satisfaction. When employees receive visibility and acknowledgment for their hard work, they’ll naturally feel a greater sense of drive to make their managers proud and be the best versions of themselves.
By implementing these practices, your company can address issues surrounding quiet quitting before it negatively affects your work environment.