Why Your Organization Should be Worried About Quiet Quitting?

The term “quiet quitting” has been in the news a lot lately, but there isn’t always agreement on what it means. Is it coasting? Is it being mentally checked out? Is it setting boundaries? Is it looking for another job on the quiet?

For some, quiet quitting means doing a good job than having a life outside work to spend time with family or friends, volunteering or working on a hobby.

But for employers who are used to a hustle culture with employees going above and beyond during the pandemic, quiet quitting can have a significant impact on levels of performance and productivity that affect the bottom line.

While most employers strive to keep employees engaged in their work, it’s important to recognize that people are human and that working at the highest level isn’t desirable or sustainable in the long run, as it can lead to burnout and higher employee turnover.

Now that most companies are out of survival mode, it’s important to recognize that as employees continue to reevaluate their priorities, “taking time to take a breath” actually seems like the next logical phase of the pandemic. People with accumulated time off balances are taking time off to travel, visit family and enjoy the experiences they have missed out on in the last two years.

Leading with empathy and compassion is one of the most important skills a leader can use to mitigate quiet quitting and reengage their teams. Perhaps now is the time to consult HR experts and use their skills to improve employee loyalty programs.

Here are five ways to help engage and motivate your team as we head into the fourth quarter of the year.

Celebrate the Wins

Take the time to celebrate wins. Are sales on the increase? Have you added new clients? Show your appreciation for and communicate the wins within your team. Recognize individual and team accomplishments.

Have 1:1’s with your team

While team meetings can be motivational, it’s important to check in with individual employees on a regular basis. How are they feeling? What concerns do they have? How can you help them do their job better? What barriers are they experiencing?

Work-Life Balance

Promote a healthy work-life balance. Ensure that employees have the opportunity to take uninterrupted time off without feeling the need to check email or take client calls.

Avoid scheduling early morning or late evening calls where possible. Set core hours when employees are expected to be available for meetings which allows time for focused work. Avoid setting unrealistic deadlines that require putting in overtime to meet.

Address Performance Issues

Be fair by addressing genuine areas of underperformance. Not doing so will alienate employees who are performing well and may lead to them becoming disengaged or disgruntled.

Reward Your Team

Assess your compensation structure. Are you paying fairly and competitively with the market? Are you rewarding based on merit?

If you don’t have a bonus or incentive plan or if you award the same amount to everyone to be “fair,” then it’s time to reassess your incentive program. A well-designed compensation structure should recognize, reward, and retain the highest performers.  FutureSense can help with your compensation needs; check out our services here.

We are adept at helping organizations tailor programs for growth and success using pay programs and hr strategies. We can work with you by offering support and guidance to manage your workforce. If you have any questions about HR or Organizational Development, contact us at info@futuresense.com.

About FutureSense 

FutureSense is a management consulting firm that provides integrated solutions to build and sustain human capital capacity. The firm can work with you by offering support and guidance to manage your workforce. To learn more about FutureSense, please visit FutureSense.com.