“Quiet quitting is when employees make a concerted decision to perform their duties exactly according to their work contract, but they're actually not giving their full commitment, so employers aren't getting discretionary effort, innovation and loyalty — and employees are disengaged," Steve Pemberton, chief HR officer at Workhuman, explains to Benefits Canada.
"Quiet quitting is a culture killer and can lead to more significant HR issues, such as lack of retention and increased recruiting costs. The real threat to employers is that, if left unaddressed, employees who are quietly quitting may move from being passively to actively disengaged and encourage their co-workers to do the same," he continues.
"Some signs of 'quiet quitting' are unexplained absences and turnover. Other signs are more subtle, such as turning off a camera during video-conferencing meetings or when employees aren't actively participating. But he acknowledges many of the signs aren't always detectable early on, which is why employers should survey, assess and review their workforce," Pemberton describes.
Designing an Employee Engagement program takes time because it has to fit the company's culture and the employees' needs with the employers' resources. Still, these are the 13 best practices for engaged and loyal employees according to Employee Recognition expert company Nectar. Try them and avoid 'quiet quitting' and 'career cushioning' within your teams!
- Gather and act on employee feedback
- Recognize and appreciate frequently
- Offer incentives and perks
- Create a positive, safe work environment
- Trust and empower your people
- Be a loyal manager
- Align employees with your company vision
- Remove uncertainty
- Be Human-centric instead of profit-centric
- Resolve disputes
- Open lines of communication
- Invest in their development
- Offer a flexible work schedule
Have you witnessed 'Quiet Quitting' in your company? Tell us how you or the HR department address this issue in the comments.
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2 Comments
Our company conducts employee engagement surveys and employee feedback sessions where feedback is provided directly to the executive team. The survey results and feedback are used by the executive to develop an action plan and the progress of the action plan is shared with employees on a regular basis. This two-way consistent communication is key to keeping employees engaged with the company.
2 years agoI feel like there has always been those who show up but aren’t “present” or actively participating, just doing the bare minimum. It has been easier for these people to fly under the radar when working from home because managers aren’t connecting with their staff as frequently or they aren’t physically in the same place. Body language and physical cues can be a great indicator of who is invested and who is checked out. I think it is important for managers to spend time doing temperature checks with their staff so they can identify if someone needs extra incentive, more autonomy or purpose, a change that might elicit increased motivation or redirection/discipline.
1 year ago