If you can’t explain it simply, you don’t know it well enough.
– Albert Einstein –
Are there still companies that do not know how to address quiet quitting? Yes, too many and they miss out on huge potential.
My aim is to present this viewpoint solely from the perspective of ‚employer benefits‘ in order to potentially reach those who need to understand this.
Projection makes the whole world a replica of your own unknown face - Quote by Carl Jung
This fact was stated by Gallup and was further backed up when they found this to be a growing trend as the proportion of actively disengaged workers went up.
A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be – Quote by Rosalynn CarterThe reality of Quiet Quitting is that it can be both costly and time-consuming. Its effects can include decreased productivity, an increase in sick days and other reasons for absence, the opportunity costs of their achievement under best performance, the need to search for new talents, and the expenses associated with onboarding new hires, among other things.
As poor managers are often described as the primary factor that led to quiet quitting, developing great leadership skills is your best chance to keep quiet quitting at bay.
✦ establish clear roles and responsibilities to prevent confusion and the need for constant clarification.
✦ identify employees who excel at their job and find ways to keep them engaged and motivated, thereby avoiding boredom.
✦ help those who need improvement in their job performance, thereby preventing them from feeling frustrated and inadequate.
✦ assist individuals who are either over- or underqualified for their current job in identifying a better-fitting role or a different area of responsibility within your organization. By doing so, you can prevent frustration and ensure that all of your employees are utilizing their maximum potential.
✦ facilitate people’s growth and development when transitioning to new responsibilities during times of change. Rather than expecting immediate performance, provide guidance to individuals to prevent feelings of uncertainty and being overwhelmed.
✦ foster the importance of maintaining a work-life balance to prevent exhaustion.
ensure that employees are fairly compensated to prevent frustration and better offers from the market
✦ express genuine appreciation for the work of your team, thereby preventing them from feeling undervalued.
✦ foster a culture of communication among your team. Effective communication is essential for sharing knowledge, raising curiosity, and creating excitement about work.
✦ listen to your team to understand their needs and where they stand, thereby preventing them from feeling unheard or undervalued.
Be ok, if people meet for coffee and chitchat, this is a great bonding opportunity. After all, people are loyal to people, not companies.
Although this list may not be complete, it highlights the crucial role of leadership.
This is certainly not a complete list, but it makes the important role of leadership clear. Also, the list represents the minimum that every employee should expect from their manager.