Quiet Quitting Remedies: Three Ways to Improve Employee Engagement
Quiet quitting has become a recent trend that has generated much discussion among employers and employees alike. But quiet quitting is really just a new name for a behavior that’s been around for some time. It refers to employees doing only the bare minimum and sticking only to meeting their job description, instead of going above and beyond. More employees are taking a stand and saying ‘no’ to the hustle culture, which is having a negative effect on companies. But even though this phenomenon is old behavior, the scariest part is that it’s growing and getting worse.
According to new data from Gallup, the percentage of U.S. employees in 2022 who say they are actively disengaged from their job is 18 percent, which is up from 13 percent in 2019. There are many reasons leading to employees quietly wanting to quit — burn out, poor compensation, lack of manager support, inability to maintain a proper work-life balance, etc. Ultimately, quiet quitting results when employees don’t feel that working harder will pay off in the end and won’t make a difference in their compensation.
A high volume of quiet quitting in the workplace is a call to action for employers. It can be an underlying sign that a significant change needs to happen in the company culture, and its priorities. Here are a few remedies to consider that can help put an end to this growing trend:
Being flexible with employees pays huge dividends. Flexible work is one of the top things that improves employees’ mental health at work, more than anything else besides higher pay and a four-day work week. Flexibility means being able to quickly adapt to new circumstances that may arise. For example, working remote has become an exciting perk that most employees want or expect from their employer. Employees not only want to enjoy the comfort and luxury of working from home, but they also want to feel they’re trusted by their manager that their work will get done, regardless of where the work is performed.
Flexibility is all about preparation and accepting that things will change. While it’s nearly impossible to plan for the unexpected, it is possible to have a plan in place to meet whatever occasions may arise. It’s important to look for different ways to be flexible during these ever-changing times.
Incorporate Well-Being Initiatives
During the recent pandemic, there were many opportunities for employers to step up their well-being initiatives, working remotely being one of them. Taking care of employee well-being is incredibly important, and every organization should make well-being a core element to their team strategy. When employers prioritize well-being in the workplace, employees are more likely to be happier and healthier, experience less stress, and be more productive at work.
A few ideas to help incorporate more well-being initiatives include the following:
- Provide healthy snacks
- Organize outdoor walking meetings
- Start an employee recognition program
- Plan regular team-building activities
- Start an employee volunteer initiative
The possibilities are endless. Incorporating well-being initiatives are a vital part of employee health, satisfaction, and motivation, so plan now to minimize the onset of quiet quitting.
Train your Managers and Invest in Employees
Typically, better training means better work. Investing in employees, especially managers, is one of the smartest business decisions employers can make. Employers should take the time to set expectations for managerial competencies on a regular basis and then encourage and support their managers to acquire the necessary skills through classroom experiences, mentoring, coaching, and 360 feedback.
However, any good employer knows that training and investing does not stop there. Employers need to take training a step further and start investing in their employees. Investing in employees is a crucial part of creating an engaged workforce and an effective way to reduce quiet quitting. Employees who feel their employer cares about them will be more inclined to go above and beyond for their manager and employer. It may be an expensive investment, but it will produce priceless dividends in the long run.
Quiet quitting is not ending anytime soon, so it’s time for employers to adapt to their employees and not the other way around. It’s time to start caring a little more for employees and help them feel valuable, productive, and heard within the company. Implementing the three remedies above will not make quiet quitting go away altogether, but they should help slow the trend and get employees excited about working again.
Creating Psychological Safety in the Workplace