“Quiet Quitting,” is a new term coined after the popularity and discussions regarding the Great Resignation. This describes the behavior of an employee when one no longer has the drive to go the extra mile, refuses to take on additional tasks when the business needs arise, and is simply disconnected after the basic work has been fulfilled.
The “Quiet Quitters” are less willing to attend non-mandatory activities. It may not seem to be detrimental to a company as the core tasks are completed by the employee, however, there are companies that consider going the extra mile as a competitive advantage.
In this blog, let’s figure out why quiet quitting is becoming a trend in the workplace and how leaders can reverse this behavior for a healthier and more engaged workforce.
It is true that the impact of quiet quitting is less visible in a company than that of the Great Resignation, but it imposes more damage to the team’s morale and productivity. It means that employees may no longer go that extra mile, which can be detrimental to a company and team. Organizational citizenship behavior (OCB) is all items, activities, and behaviors that employees do beyond their core tasks and in their own time that support the overall productivity of the company. It describes all the positive and constructive employee actions and behaviors that are not part of their formal job description.
Here are some steps that Leaders can do to reverse quit quitting:
Recalibrate their Responsibilities
After almost three years of the pandemic, workflows and processes have been disrupted while everything else is placed in a state of uncertainty. It is time to revisit the core tasks of employees and streamline them to be more efficient. At this point, consider all business needs but also do not neglect the well-being of the employees. Strike a good balance between the work that they must do and encourage activities that will develop them and that they will enjoy.
Actively Listen to Your Employees
One-on-one sessions with your employees are valuable, now more than ever. Keep an open mind as you have a conversation. This will allow you to understand their situation better and be able to create workable solutions. In your conversations, be sure that you are using proactive words, to encourage them to share more. Having a clear and safe environment for employees will allow them to share more and be open.
Keep in mind that all employees are unique from each other. While some find value in stepping up, others just want to get on with their day. So, this step goes beyond empathy. A Take advantage of the value of stay interviews and learn more about what the employees are looking for to stay in their jobs. This will equip you to make more sound judgments and targeted investments that will support the growth of your employees and their well-being.
Enlighten, don’t Dishearten
As you continue your conversations and consultation with your employees, learn more about the ways that you can motivate them based on the areas that they are really interested in. For employees who feel uplifted when they get recognized, find activities where you can inject recognition either within the team or company-wide. Or for employees who like giving back or charitable work, find activities that have an impact on the environment or the community.
The main idea here is that while you are focused with your business goals and you are looking after your employees and giving genuine support.
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