“Quiet quitting” isn’t something new, but rather a mindset of whether or not a work environment is a place where an employee is willing to “go the extra mile.” In an age where inflation and cost of living increases are high, but the wage increase to compensate for that is low, expecting staff to stay later, work harder, and miss out on life to help the company reach their goals cannot be bought with the promise of pizza or donuts in the breakroom. What we are seeing is employees “acting their wage”. But what does this really mean, and how is it affecting the workplace?
The term “quiet quitting” is typically less about someone’s ability or willingness to put the work in, and more about a supervisor or manager’s willingness and ability to build relationships with their employees. If a manager invests in their employees, where they feel valued and heard, they will work not just for the paycheck, but because they believe in the culture and the vision of the company and their supervisor. “People don’t quit jobs, they quit managers.”
Too often we as supervisors ask ourselves, “Is this employee only willing to do the minimum work necessary to keep their job? Or are they willing to put more of their energy and effort into their work?” But are we asking the right questions? Perhaps we should be asking, “How can I invest in this employee to motivate them to reach their goals and help them to become a valued part of the team?” Building relationships with your employees requires trust, consistency, and a willingness to help them grow and have balance. Equally, having expertise and the desire to provide the tools and resources to your staff to help them execute their jobs effectively will help prevent them from just counting the minutes until it’s time to clock out.
It’s easy to blame employees for being “lazy” or “unmotivated”. As managers, we must take a good look at ourselves in the mirror and ask what we are doing to drive and motivate them towards success effectively and efficiently. Often, we may not have the tools to do this. If not, help exists!
The Growth Coach provides coaching and training solutions for business owners, managers, sales leaders, and teams. These customized workshops can help provide the tools, training, and opportunities one needs to get their employees from a place of “woe” to a place of “WHOA!”
The Strategic Manager quarterly workshop coaching sessions are conducted approximately every 90 days to create positive behavior changes necessary to see long-term sustained improvement. The program is designed to provide business development and strategic focusing coaching/accountability processes that address the toughest issues that most managers face. The group sessions are designed to provide ongoing education and coaching so that immediate improvements are seen in performance and results. The process begins with a full-day session that lays out the basics of strategic business concepts. Four full-day workshops are conducted over a period of one year to coach participants to become more strategic and effective managers. In turn, this will help their organizations operate more effectively, and efficiently, and maximize revenue potential.
If you are interested in how a Growth Coach can help get your team to the next level and ward off this “quiet-quitting” popularity, visit the website to connect with the Growth Coach closest to you.