With more news on quiet quitting every day, it’s clear this trend is having an impact on employers.

“Quiet quitting” is a relatively new term. Its definition ranges anywhere from individuals generally disengaging from work to high performers setting boundaries and no longer striving to exceed expectations. As a result of the pandemic, many workers are re-evaluating their lives and priorities, with work no longer front and centre. For those who once chose to go the extra mile, they are now seeking comfort in just doing the basics.

Poor communications is often the reason for such problems in the workplace. In the case of quiet quitting – could better communication help to find a solution? If so, then our favourite definition of communications may be part of the solution.

That definition? “Who says what, in which way, to whom, with what effect?” We also recommend you consider the options below.

Focus on Connection

This is front and centre. In doing so you build the high involvement, high engagement culture we insist is critical to building a high-performance organization. Build the bridges that foster engagement. It can be as simple as asking your team how their day is going.

Seek Cooperation and Solutions

Similar to above, when you and your employees must work as a team, be open to input. Your employees are resources and should be seen as valuable sources of intel – on what is working and what isn’t. Approaching your team for their feedback and ideas can make all the difference.

Listen First, Speak Second

We learn from listening, not from talking. Knowing what our employees expect and what they see as desirable workplace changes can give you valuable leads to necessary changes in roles, responsibilities, office layout, and processes.

Authority and Personality

Think about these two words and reflect on their implications. You don’t need a lot of policies and procedures when you have values and principles that you passionately share with your employees – with a touch of humility and humour. You don’t need to say, “Do it because I’m the boss!” Your inspiration will be all the motivation they need to excel. They will want to follow you. Your energy will energise them.

Promote Work / Life Balance

Shifts in workplace culture are placing more of a priority on family and personal time for employees. So, how do you show this is a priority in your company? With the tools developed during the pandemic, there are more options for remote communications and work scheduling. Are you using them? If you do, you may take your company to the next level of performance and desirability – and acquire a reputation as a preferred employer.

Do you know if quiet quitting impacts your organization? That might be a question worth asking. We strongly suspect that if you do it in the right way the feedback you get will be invaluable.

Don’t know where to start? Give us a call.

By Gary Forget