Quiet quitting: what is it, and how do you prevent it?
Attitudes, priorities and trends regarding work have bounced from pillar to post since COVID.
A sad situation of mass redundancies causing a drop in opportunities and a swell of desperate jobseekers, soon flipped 180° and gave way to the Great Resignation.
|“Quiet quitting” is essentially a new term for mentally checking out of the role. While the employees aren’t actually quitting, they’re quitting going above and beyond their duties.|
But now, as the number of vacancies and hiring activity drop again, we see the Great Resignation coming to an end, shifting us into a new phase – Quiet quitting.
One thing that hasn’t changed for employees since the pandemic is the increased desire for 3 key things: a better work-life balance, an employer that values their wellbeing and a job that provides meaning or satisfaction. Now, they’re less willing to overextend themselves and go above and beyond their job description if they feel their employer doesn’t reciprocate their efforts.
But when you also consider the current economic climate and the fact that many are finding it harder to make ends meet, it starts to reveal a bigger picture of why people are disengaging.
So here are a few things you can try to boost morale at work and prevent employee detachment.
Consider the physical environment
The average UK employee spends around 1,795 hours a year at work, so the environment they work in matters. A poor physical environment can make employees feel stressed, depressed and demoralised, so giving the place a spruce-up may help.
Ensuring there’s enough natural light, space and ventilation, upgrading facilities, improving furniture and introducing communal or “breakout” areas are all ways your employees can feel more comfortable throughout their days.
Be a prominent leader
If you want your employees to be proud and excited by your business, you should lead by example. It can be hard for staff to feel a sense of belonging if they are unaware of where the business is heading and what the future plans and goals are.
By keeping staff in the loop, showing exuberance, proving that you are interested in them and creating spaces for open discussion, you can make them feel like their role has purpose.
Adjust company perks
One of the reasons employees may be showing signs of detachment could be because of financial pressures over the cost of living or stress at home. While pay rises may not always be feasible, you can try adjusting your benefits package to include cost-saving perks or wellness packages.
Examples are: free breakfasts/lunches, gym and leisure memberships, group outdoor activities or fitness classes, discounts or vouchers for grocery shopping, mental health support or inspiring workshops.
Have appraisals and regular check-ins
Allowing regular open discussions and 2-way feedback to ensure your employees are happy is a given for retaining a happy workforce. But unless you get real honest feedback, the results won’t help you all that much. So, as important it is to offer the time to talk, a comfortable, understanding culture needs to be adopted first.
Establish training and development programs
A lack of drive and enthusiasm can sometimes be put down to the lack of growth potential. With nothing to work towards and no opportunities to improve or expand their knowledge, staff may struggle to visualise their future with the company.
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