Quiet quitting refers to the act of an employee becoming disengaged and discontented with their job to the point that they no longer feel valued or appreciated. Instead of openly expressing their dissatisfaction or seeking to resolve the issue, they simply disengage from their work and become emotionally detached.
Furthermore, a culture of quiet quitting can lead to a toxic work environment, where employees are afraid to speak up or share their ideas for fear of being ignored or dismissed. This can stifle innovation and creativity, ultimately hindering the growth and success of any company.
When employees are driven to quietly quit due to being undervalued or overlooked, it can lead to a loss of talent and potential for a company, big or small – talent is equality important in both. It’s crucial for leaders and employers to pay attention to the subtle signs and suggestions from their employees to create a culture of growth and progress.
It’s critical to recognise that employees who go above and beyond their job duties often do so out of a desire to contribute to the company and make a difference. When their efforts are dismissed or ignored, it can cause frustration and a lack of motivation to continue striving for excellence.
It’s disheartening to be overlooked and disregarded despite being eager and enthusiastic about making progress.
Sometimes, employees may tolerate minor setbacks, and leaders may intentionally or unintentionally overlook small indications. There may be subtle hints that go unheeded, as well as ignored proposals and “noise cancellation” that still makes an impact. All in all, it’s rarely a quiet process.
Three simple things leaders can do to avoid a disengaged, demotivated employee who could leave (quietly to not):
- Listen actively.When an employee speaks up or seeks support, a great way to show them they matter is to actively listen to their ideas or grievances; pay close attentions to what is being said and what is not being said, by assessing the non-verbal cues, such as their tone of voice, facial expressions, body language, to gain a deeper understanding of what is really going on.
- Provide open and constructive feedback: if something cannot be done immediately, when can it be done? Give them a timeline, a plan of action and feedback on what they could improve (if additional skills are required for their role)
- Acknowledge their contributions to create a positive and supportive work environment. It is crucial to recognise and appreciate the efforts of employees who strive to do more than what is expected of them, as this can motivate and inspire others to do the same.
Today, employees don’t choose jobs, they choose other leaders, visions, missions, careers.
Make them worth their while!
As Simple As That - HR and Leadership Coaching 