Quiet Quitting Continued
Let’s continue the Quiet Quitting conversation from this angle: What Can Leadership Do About It?
We know this, leadership wants to boost engagement and retain your employees.
It is more than retaining employees. You would want a workforce of something other than Quiet Quitters.
“Quiet quitting” is commonly understood to mean employees intentionally prioritizing the minimum requirements of their job and nothing more. It is someone not going above and beyond, working overtime, accepting extra job tasks and responsibilities, and certainly not doing so without something in return, such as additional compensation or a pathway to advancement.
Richard Greenberg and John Snyder of Jackson Lewis offer these ideas to employers to minimize Quiet Quitting in your organization:
Carefully review offer letters, employment agreements, job descriptions, written annual goals and objectives, and other documents to ensure appropriate emphasis on critical job functions and deliverables.
Review employee recognition, awards, bonus, and incentive programs.
Encourage mutual engagement among supervisors and employees in managerial training, onboarding, and all workplace communications.
Set expectations for communication, mentoring, quality supervision, and encouragement in your culture.
Discuss wellness programs, benefits, and wellness programs.
Instead of Quiet Quitting being about disengaged employees, look to see what your leadership can take ownership of.
Organizational psychologist and founder and CEO of Elevate Solutions, Dr. Ella F. Washington, adds in an email interview, “Both quiet quitting and quiet firing are reflective of something missing from an organization’s culture and are an indication that either employees, managers or both are not getting what they need from the workplace experience.”
Washington says we need to look at equity and inclusion in the workplace in all formats that it could show up. Look at your numbers and know why people leave your employment.
Is it because of something I did or our leadership team did? Here is an article that talks about looking at these questions.
Stratengy is here to help you navigate being a great leader in today’s world. Stratengy runs six-month programs on how to transform your team. We help you improve collaboration with your team. We incorporate the Disc Assessment and the Five Behaviors Assessment. Reach out to us today to learn how we can help you and your team be more engaged and productive.