Decreasing the Quiet Quitter SyndromeOct 30, 2022
What is "quiet quitting," and why do you keep hearing about it? In Gallups research, 50% of the U.S workforce is experiencing quiet quitters, and many managers are struggling to figure out how to keep their employees engaged, re-igniting the passion they once had, and going above their day-in and day-out tasks.
Pre-Pandemic, I was a different leader than I am now. I was cut and dry and no-nonsense. If there was a goal to meet, I did whatever it took to make it. Although I thought I was being creative and fun with how I drove volume, I only focused on achieving the overall goal. I was great at strategically utilizing my staff to make sales, but I was not investing in developing stronger relationships with them. Post-pandemic, I had to learn a hard lesson. Things that worked to motivate my team were not working anymore. I lacked one major characteristic, which was empathy. The way my employees wanted to have conversations, emails, direction, goals, anything, and everything, needed to be delivered differently. If I wanted my team to be successful, I needed to change, and I needed to change fast. The immense opportunity in our workforce is that our employees are not engaged because they do not feel valued and cared about, leading to "Quietly Quitting."
One quick and most efficient way to add value and engage with your team is to schedule one-on-one meetings. One of my favorite things to do is to have their favorite coffee ready for them at the start of our session. Do you want a medium, half-decaf, extra foam latte? Great, the importance of your likes is essential to me. Your one-on-one should be meaningful and have a purpose. Always starting with a quick catch-up to ensure they feel valued and to allow you to know them. The meetings should include a review of short-term goals and how they contribute to the team and discuss development focusing on their strengths. A great question is if they are interested in taking on new challenges. Discuss accountability and commitment. Remember to give consistent feedback outside your one-on-ones related to what they have committed to so they feel engaged daily. Employees who have continuous conversations with their managers are 3x's more engaged. The more involved you are in them, the more active and invested they are in you and your vision.
Leaders are only as successful as their teams. Leaders should spend more time engaging in conversations with their team members than reviewing reports, networking, seeking a promotion, etc. All of these things come with team success.
Communication and connecting with people are ingredients to being empathetic. If you are unsure how to communicate with different personality types, consider taking a DISC Assessment to help improve your reputation as a leader through proven tools and resources.
Amber Snider is coaching BEYOND borders LLC, Leadership Speaker, Mentor, and Coach.