Posted by After the Great Resignation, the idea of Quiet Quitting quickly entered the business world.
But is it really true? And if so, what can business leaders do to get disengaged workers to work better as a team?
Here are 4 ways to avoid quiet quitting among your staff:
1. Give your team some freedom.
Don’t make decisions for your workers, and don’t micromanage them. They want to know that people believe them and value what they say. They want to be able to set goals based on what they want, what they love, and the things they’re good at. They want to feel like they are in charge and that their actions are theirs.
Sit down with people to find out how they can help, give them a chance to show what they can do, and give them comments regularly.
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2. Give them a sense of purpose.
One of the main reasons people on a team do quiet quitting is that they don’t know why they’re there. They do their jobs but don’t do anything else because they don’t feel like they’re part of something special.
They need to know that what they do is more important than just getting paid. Leadership is in charge of setting the company’s mission and ensuring that everyone knows what that mission is through one-on-one meetings, online talks, and town halls. Try to have at least one meaningful conversation with each of your direct reports every week. Tell them how their work fits into the bigger goals of the business.
3. Encourage employee engagement.
In a survey done by the non-profit business think tank Conference Board in September, 30% of workers said their level of engagement was lower than it had been six months earlier.
But why are your workers not paying attention? To find out, you have to ask. Use different methods in my work, such as customized engagement surveys, employee happiness surveys, and pulse surveys. “Stay interviews” that are planned and done one-on-one can also give helpful information.
Toxic work culture is one of the main reasons people leave their jobs, so it’s important to find out how employees feel. However, many companies don’t take the steps to really map the employee experience.
A common theme is that workers in hybrid settings want to return to the office more for the people they work with than attend meetings. For them, the journey is worth it not because of the work itself but because of the people they meet. Leaders have to make sure this continues.
4. Listen, learn, and do what you hear.
Look for ways for everyone on the team to share their ideas. Don’t talk more than anyone else in meetings. Really listen to what they have to say, and take the steps they suggest to show that you have learned from them. Or, on the other hand, tell them why some of their ideas can’t be done.
Even though “quiet quitting” is all the rage and has become popular on social media, we must admit that the pandemic and the change to working from home have made this habit worse. Leaders must listen to what workers say and address their concerns. They also need to create work environments where everyone is happy to do their part.
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Anisa is a writer who focuses on career and lifestyle topics in an effort to motivate both job searchers and employers towards greater fulfillment in their professional lives.
Reach me at anisa@jobstore.com.