Quiet-quitting is a word that has gained traction lately. What is quiet-quitting, how does it impact your organization, and how should you respond to it?
There are many things that can lead to employee burnout — tight and stressful schedules, insufficient pay, heavy workloads, and un-engaging “leaders.” Globally, companies have identified a trend called “quiet quitting” or getting disengaged from work by doing the bare minimum and deliberately not going beyond what’s expected.
According to research, at least 50% of employees in the US claim they’re doing this and there’s a high likelihood that employees in your organization are doing it too.
So how can you respond to quiet-quitting? Here are a few tips:
1. Talk to your employees
There’s only one way to find out why your employees are doing this — and that’s by talking to them. Encourage a culture where employees can openly talk about their experiences in the office, what they’re feeling, what they’re going through, and how the organization can help them.
Find a way to get them to share what motivates them at a deeper level, what interests them, and how you can help them strike a balance between life and work.
Get them to talk about what they want to learn further so you can offer skill-building activities or even sponsor their studies. Develop a community within the office and empower them to have a voice when it comes to major company decisions.
2. Redefine your employee engagement strategy
If your employee engagement strategy isn’t working, then it’s time to assess what went wrong and what needs to be improved. If you don’t have one, you’re not alone. Many companies underestimate the importance of employee engagement and don’t even have this type of strategy.
This is your reminder to develop one. You can start by evaluating your communication strategies — how do you get your employees and their leaders to communicate what needs to be done, what needs to be improved on, and how to get work done.
Improve the flow of communication. Enhance their communication process by offering tools that improve the way they collaborate and coordinate with each other.
3. Choose and reward the right leaders
The right leaders can help companies engage their employees better. They possess the necessary and critical soft skills that makes it easy for employees to trust the company, align the company’s vision and mission with the employee’s interests, and build stronger relationships.
Choosing and rewarding the right leaders (or behaviors) tells your employees what values you want them to possess. That’s why it’s also essential for companies to choose the right values to reward as this helps foster a more desirable company culture.
4. Make their jobs easier for them
It’s important for companies to allow their employees to find fulfillment in what they do. If these employees keep on doing the same thing everyday, the job becomes monotonous and boring. This affects their productivity and makes them disengaged from their work.
One way to solve this problem is by offering them tools that automate manual, repetitive work so they can work on more important and fulfilling tasks.
Again, communication is important here. You need to know what makes them feel their job is monotonous and what kind of work they envision to have so you can engage them better.
Make your employees happier with a digital ecosystem
It’s time to eliminate manual work and help your employees focus on the more important tasks. With Saphyte, your employees can have access to the in-demand sales, marketing, management, and support tools that can be used in any industry.
Want to know how Saphyte can help you engage your employees better? Talk to our experts and book a FREE demo here.
