The pandemic has caused seismic shifts in the world of work. Words like “hybrid” and “remote” are now part of the business vernacular. So, what about the latest buzzword “quiet quitting”?
A Gallup survey showed that at least half of the US workforce has “quietly quit” on some level. First coined on social media and now heavily discussed on platforms such as LinkedIn, the trend of quiet quitting is causing a ripple effect among organizations.
Quiet quitting is a term leaders need to be paying attention to. If you’re a leader and do not understand quiet quitting, read on.
What is quiet quitting?
Quiet quitting is no doubt a by-product of The Great Resignation, which saw a post-pandemic, mass exodus of people leaving their jobs. Those who stayed for financial security are the “quiet quitters”- doing what is expected of their position and only that.
The power dynamic between the employer and employee has changed. “Quiet quitters” are not going above and beyond to impress their employers. Instead, they are taking back control and prioritizing work-life balance.
Employees’ fear of management has eroded and in turn their sense of power has increased. Management status, simultaneously, has eroded and their fear of losing talent has increased.
So, what is the antidote for the quiet quitting trend? If you are in a leadership position, then the answers lie with you. Here are the four main ways you can “train up” to reignite your employees’ engagement.
4 Ways You as a Leader Can Combat Quiet Quitting
Nowadays, leadership training is multi-layered. There are, however, four main ways you can upskill yourself and simultaneously combat quiet quitting— learning effective management of the new workplace’s hybrid teams, becoming supportive where mental health is concerned, shifting to a coaching management style, and prioritizing inclusivity.
1. Learn how to effectively manage hybrid and remote teams
Disengagement at work has been exacerbated by the new hybrid and remote work culture which now exists in some form for many organizations. The Pulse of the American Worker Survey found that 87% of people now want to work from home at least once a week.
It’s clear the new culture is here to stay so managers need to have a strong understanding of how to manage hybrid working employees. Navigating virtual meetings and leading and overseeing remote teams are leaders’ everyday responsibilities. You as a leader need specialized training to upskill to meet these new demands.
A course can show you the necessary tools and best practices to manage hybrid and remote teams, as well as develop strategies to lead effectively in challenging settings.
Some of the methods you can incorporate:
- Structuring shorter, more focused meetings
- Watching out for signs of burn-out
- Experimenting with new, engaging software and tools
2. Prioritize developing a supportive approach toward employee mental health
The pandemic has had a huge impact on employees’ mental health. Employees value a work-life balance, and more importantly, they want their state of mental health to be considered at work. Employees who feel neglected or uncared for will feel less engaged — it’s that simple.
Only 40% of employees agree that their organization invests in developing supportive leaders, according to Mental Health America’s (MHA) Mind the Workplace 2022 Report.
Mental health workplace training can help you identify when an employee is struggling. It can also help you better understand how to open up a conversation with them.
On a wider scale, adopting new ways to cultivate a culture which supports communication about mental health is another action you can help to implement. Understanding how to give employees time and resources for a healthy work-life balance will ultimately lead to a culture of “wellbeing.”
Mental health awareness feeds into being an “emotionally intelligent” leader. Training in this skill will encourage you to utilize empathy tactics to better understand your team’s concerns and perspectives.
Think along the lines of:
- 1-on-1 check-ins
- mindfulness exercises
- journaling
3. Enhance your coaching and mentoring skills
If you want to engage your employees, you need to inspire them.
Taking the time to build your coaching and mentoring skills will have a lasting impact on your team’s productivity and motivation. Leaders who demonstrate a coaching-style of leadership motivate their employees through supportive advice, feedback and targeted goal-setting.
Coaching, furthermore, opens up more space for reciprocal communication. Effective communication is the keystone of successful leadership. Productive coaching conversations improve authentic relationship-building which in turn lead to employees feeling heard, valued and supported. Every component is quintessential to the broader employee experience.
A solid approach to goal setting will make your employees feel more connected to their role and to the business. Aligning individual goals with company objectives and visions, checking in on goals on a regular basis and making sure employees are aware of your own personal goals can make all the difference.
By enhancing your coaching skills, you will galvanize your employees’ engagement and more importantly — make them feel supported.
4. Increase the “sense of belonging” at your company
A McKinsey study revealed that 51% of employees wanted to quit as they did not feel a sense of belonging at work.
When employees do not feel valued or recognized they will be less inclined to go that extra mile for the company’s success.
Managers have a key role to play in increasing and supporting workplace diversity. Becoming an inclusive leader means needing to be equipped with the skills to create a culture of respect, appreciation and trust.
Expanding your understanding of how to encourage diversity, inclusion and belonging will lead to better collaboration, team culture and boost employee morale.
To name but a few, here are some leadership strategies that embrace diversity, inclusion and belonging:
- Encouraging celebration of cultural holidays
- Learning proper pronunciation of employees’ names and encouraging others to learn as well
- Ensuring meetings allow everyone the opportunity to speak
Leadership training is worth the time and effort— both for the sake of your employees and the future of your business. Upskill yourself in ways that help to inspire, nurture and cherish all employees.
Ready to convert the "quiet quitters" at your company?
It’s never too late to re-engage them. Develop your leadership skills with a course.
