6 Ways to Keep Employees From Quiet Quitting
By Marta Gongos There are many things that we appreciate if they are done quietly, but quitting isn’t one of them.
Quiet quitting is the art of only completing one’s assigned tasks, and not going above and beyond the basic scope of the job description. In a nutshell, it’s regression to the mediocre— not quite underperforming nor overperforming. It’s the bare minimum over the normalized 200% hustle.
While no one should perform any additional work tasks without compensation, the essence of quiet quitting carries a sense of burnout that is unmistakable. The loss of interest and lack of energy are clear indications of the quiet quitting syndrome, meaning that they’ve already got one foot out the door to walk the Great Resignation.
Whether it’s loud or quietly, it isn’t great if your employees quit. Here are some of the most effective ways to keep your team from symbolically or literally handing in a resignation letter.
1. Be a Good Listener
If you listen closely, you may notice that quiet quitting is usually a result of an employee’s unheard voice.
In such a situation, employees may have expressed concerns in the past without avail. Team members who don’t feel heard by their leaders may resort to the quiet quitting solution.
Empathy is a superpower that all people should master. Being the amazing leader that you are, you can harness this power by listening to your team’s concerns, validating their feelings, and ultimately creating appropriate solutions.
Maybe someone wants to ask for a salary raise, additional PTO, or career advancement. When employees feel that you have their best interests at heart, the chances of them staying with your company increases.
Schedule regular check-ins or give your team members the liberty to schedule a meeting with you once in a while. This is a great way to get the conversation going, speak, listen, and be heard.
2. Don’t Micromanage
As a proficient employer, you can trust your employees enough to hand them the reins in terms of decision-making. While it is important to check in with the team, micromanagement is a big no-no.
People would surely think twice before they quiet quit on a job that empowers them with the freedom to make choices based on their talent and expertise.
3. Offer Flexible Work Hours and Environment
We call it a “work-life balance,” but work is a part of life. It may be separate from their personal lives, but people’s professional lives need to be healthy too. So, when employees are on the clock, it’s an employer’s responsibility to add value to this part of their lives. This can be done by offering flexible work hours and the option to work remotely as needed. Ideally, the quality of work stays the same or even improves. This is fantastic news for further business growth.
Flexible hours and remote work settings are, now more than ever, prevalent across the globe. It’s a bandwagon that’s definitely worth jumping on.
4. Foster a Sense of Purpose
We all want a sense of purpose. It’s the essence of our entire being. The workplace is no exception to this notion.
More than just claiming a paycheck, employees want to experience a sense of purpose and feel that they are actually part of a team, contribute to the brand, and make a positive impact with their talent.
The leaders of the company need to take it upon themselves to create a company culture that upholds this and instills a healthy work environment. During meetings, make time to explain exactly how their efforts add value to the office output. Numbers and visual data are always helpful! As mentioned in a previous section, communication is key.
5. Properly Compensate Your Team
Inadequate remuneration is a top trigger of quiet quitting. Why do extra if you aren’t being paid extra, right?
Of course, this doesn’t mean that employees are unwilling to pick up extra work. It only indicates that the rewards don’t match the effort.
Sure, it’s easy to tell your team members to be team players and just do the work in the name of work, but that isn’t a very team-player thing to say now, is it?
Employees deserving of a raise or a bonus should be entitled to actually receive them.
Moreover, pay discrepancies aren’t just about money; they are about the lack of respect and regard for one’s talent. To that effect, increasing workload without increasing pay reflects an employer’s desire for results only, and not employee well-being.
Competent employees are hard to find, and the competition between companies to onboard extraordinary talent is fierce. If you want your business to succeed, you’re going to have to compete in the compensation department as well, within reason.
6. Provide Proper Paid Time Off
Whether your state mandates it by law or not, the lack of paid time off is a surefire way to get your team to quiet quit… or loud quit.
Paid time off encompasses vacation days, sick days (physical and mental health), and other types of personal days.
Giving this basic right to your team is a great way to ensure that they can balance their private and professional lives. It also shows that you consider them humans with personal lives rather than robots who can work non-stop without burning out. If a talented employee burns out on your watch, they might find a cooler place to work. Show them that there’s no cooler office to be a part of than yours!
Transform Quiet Quitting Into Staying Power
You’re a highly-qualified business leader whose company deserves committed employees who give their best and stick around for the long run rather than quiet quitting.
Finding stellar team members to keep happy all begins with the hiring process. With Ad Culture and a healthy company culture, you’re well on your way to banishing quiet quitting and promoting the staying power that your leadership instills.
You can count on our reliable recruitment experts to connect you with top-tier talent.
Reach out to start the recruitment process today!
