Working with our clients, I’m seeing a concerning trend across many organisations – the rise of “quiet quitting.” Employees are disengaging, only doing the bare minimum and refusing to go above and beyond.
For business owners, this can significantly impact productivity, innovation, retention and your company culture. I’ve written the following to provide my advice regarding the steps you can take to re-energise your workforce. Here are my top 5 recommendations for curbing quiet quitting:
1. Get Input on Workloads
Heavy workloads are a primary driver of quiet quitting. Workers feel overwhelmed and under supported. As a business owner, bring in your HR team or managers to conduct workload analyses.
Are teams understaffed? Are processes inefficient? Are expectations realistic? Solicit regular input from employees and make adjustments where needed. Having the bandwidth to do one’s job well is essential for engagement.
2. Check in with Employees
Don’t just make assumptions about how your workforce is feeling. Make it a priority for managers to have regular 121 meetings with each direct report. Make space for open conversations about challenges, goals and job satisfaction. Are there things the company could improve? The more you understand employee mindsets, the better you can address issues proactively.
3. Invest in Professional Growth
Employees who feel stuck in their careers and can’t envision a future with your company are at high risk for quiet quitting. Make professional development a priority through training programs, skills courses, mentorships and tuition reimbursement. Offer clear paths for advancement within the company. A focus on growth will boost retention and morale.
4. Focus on Wellbeing
Burnout is a huge factor behind quiet quitting. Reevaluate your company’s support systems for mental, physical and emotional health. Consider perks like meditation spaces, standing desks, counseling benefits, paid time off, remote work options and wellness challenges. A culture of caring for the whole employee pays dividends.
5. Recognise and Reward Contributions
Do your employees feel valued? Ensure you have regular recognition programming tied to living company values. And examine compensation – are you benchmarking against industry standards and adjusting based on performance? Fair pay and frequent recognition help employees feel appreciated for their discretionary efforts.
By taking steps around workload, communication, development, wellbeing and recognition, business owners can curb the rise of quiet quitting and maintain an engaged, energised workforce. If you start to see concerning trends around output and morale, don’t ignore them – take action.
Invest in your people, and they’ll invest in your company’s success.
I’m here to help you boost engagement. Contact me at ami@aible.co.uk to discuss maximising your most valuable asset – your workforce.
