A 2022 Gallup report shows that more than half of the US workforce likely is made up of quiet quitters. These employees limit their tasks to the duties and responsibilities outlined in their job descriptions. They do not go above and beyond to help their employers.
Some common reasons for quiet quitting are bad managers, disengagement in the work, and a lack of employee appreciation. Rather than put in the effort to find new jobs, quiet quitters put in a minimal amount to maintain their income.
As a manager, you can take steps to reduce quiet quitting in your organization. These suggestions can help.
Choose among these top strategies for preventing quiet quitting within your company.
Build Relationships with Your Employees
Employees who lack strong relationships with their managers do not put in their best effort at work or remain with the company long-term. As a result, you should be actively connecting with your employees to prevent quiet quitting.
For instance, learn about your employee’s family members, hobbies, and personal interests. Also, find out about their personal and professional goals and motivations.
Look for common ground between your employees and yourself. Use this as a foundation for current and future discussions.
Cultivating relationships with your employees builds trust and respect among your team. This promotes productivity, job satisfaction, and retention.
Provide Opportunities That Promote Engagement
A 2021 Gallup poll showed that only 34% of US employees were engaged in their work. Common reasons included unclear manager expectations and a lack of growth opportunities within the organization.
You can combat the issue of disengagement by talking with your employees about what motivates and inspires them at work. Then, you can provide customized support to help your employees maintain engagement. For instance, if an employee is motivated by earning money to support their family, you might talk about what they can do to earn a bonus or pay increase.
Helping your employees plan their careers with your organization encourages engagement. This includes outlining the criteria for each employee’s next promotion and providing the necessary training for advancement.
Your employees might engage in stretch assignments, cross-training, or completing delegated tasks to develop the knowledge and skills required to move to more senior roles. Participating in seminars, conferences, and online courses are other effective options.
Recognize Your Employees
Employees whose contributions and results go unnoticed have no incentive to go beyond expectations to benefit their employer. This encourages quiet quitting to continue.
As a result, you should regularly acknowledge and reward your employees for their efforts and results. Include an employee’s specific accomplishment, the steps taken to achieve it, and its impact on your organization. Include a bonus, pay increase, or promotion when appropriate.
Recognizing your employees’ hard work helps your team feel seen, heard, and valued. This encourages your employees to continue to increase their efforts and results.
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