Many employees are shifting their perspectives when it comes to their job. While the term “quiet quitting” employees that workers are somehow falling short of expectations or are slowly working their way out the door, that isn’t the case. Instead, the movement involves performing in a manner that purely aligns with what’s listed in their job description. The goal is to continue meeting expectations but essentially offer nothing beyond what’s explicitly required.
In many ways, quiet quitting is a counterpoint to “hustle culture,” a mindset that touted that career success was related to consistently going above and beyond and committing to the grind. However, some employees feel that those extra efforts ultimately went unrewarded, causing them to adopt the new mindset.
Fortunately, it’s possible to curb quiet quitting by using the right strategies. Here’s how to get started.
Offer Training and Advancement Opportunities
If you want to prevent quiet quitting, then employees need to feel that extra effort provides them with value. Offering training and learning opportunities is a classic approach to boost engagement, as it introduces new, healthy challenges and enhances a person’s capabilities. However, companies need to couple that with employee gains.
Employees need to feel that effort above and beyond what’s required is rewarded. By connecting going the extra mile to financial incentives and advancement opportunities, the value of remaining engaged and driven stays clear. In turn, quiet quitting is typically less common, as those that forgo it receive a clear benefit based on their efforts.
Alter Your Mindset About Hustle Culture
Hustle culture didn’t just impact professionals and their expectations about work; it also influenced company and managers’ expectations. If an organization continues to expect employees to function in that manner, they’ll likely be displeased with the outcome.
In many ways, hustle culture doesn’t align with the increasing desire for work-life balance. Professionals aren’t willing to make their employer their main priority in life, and they won’t stay at companies that try to force it. Hustle culture leaves employees feeling overworked and undervalued. As a result, employers need to alter their mindset if they’re going to thrive.
Instead, focus on providing sufficient work-life balance and ensure there are healthy boundaries that support employee well-being. By doing so, morale and productivity both classically rise, leading to better outcomes for all involved.
Proactively Communicate with Employees
Open, transparent communication is incredibly critical if you want to curb quiet quitting. Spend time speaking with your employees to learn more about their unique experiences on the job. Find out about their pain points proactively, and remain open-minded and non-judgmental if they discuss issues they’re experiencing in the workplace. See if they feel valued and appreciated, and gauge their level of engagement.
During the discussion, don’t chastise those who are potentially quiet quitting. Ultimately, if they are meeting expectations based on their job descriptions and the nature of their role, not going above and beyond doesn’t mean their performing poorly. Instead, focus on finding ways to motivate them and suitably reward them for going the extra mile, as that approach is far more effective than punishing them for doing what they were hired to do.
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Ultimately, quiet quitting is something employers can overcome, particularly if they understand why it’s occurring. If you’d like to learn more or are looking to expand your team, GoSource wants to hear from you. Contact us today.
