Curb quiet quitting once and for all with these tips
31 March 2023
With things slowly going back to normal post-pandemic, more employees are standing their ground when it comes to knowing their worth in the workplace. In fact, a recent survey from Milieu Insight has found that about 60% of Filipino employees have resorted to quiet quitting mostly because of low salary and the lack of opportunities.
The factors behind quiet quitting
The popular term was recently coined last year and was said to be the evolution of the ‘Great Resignation’ trend. Quiet quitting is defined as employees doing just the bare minimum and lacking the initiative to go above and beyond at work. This can be caused by:
- Mental health challenges: it was found that this can reduce employee motivation by about 18%.
- Poor management and communication: disengaged employees usually lack support from their managers.
- Lack of developmental opportunities: employees from different generations all agree on one thing—a lack of training is a major factor in their decision to leave companies.
- Insufficient rewards and recognition: employees need more than just a pat on the back, they need something more tangible.
Quiet quitting not only affects quality of output within your teams, but also your organization’s bottom line. For instance, it can cause increased absenteeism, hampered productivity and innovation, and unnecessary increased spending on recruiting new talent.
How to combat quiet quitting
It all boils down to mastering four key elements: empowerment, purpose, growth, and recognition.
1. Don’t micromanage; empower instead
Employees have different working styles and preferences fit to their season. Allow work-life balance to flourish and give them freedom to make decisions.
2. Instill a sense of purpose
Your company’s mission and vision should not just be mere words on paper, they must be felt in the workplace too. To do this, you can have regular townhalls for impactful updates or one-on-ones to explore how each one would want to contribute, among other things.
3. Craft a tailored learning and development plan
Remember that there is no one-size-fits-all approach. Give your employees room to grow. Set them up for success by upskilling them on digital first-strategies appropriate to their roles.
4. Implement a cost-effective reward strategy
Boost employee morale and motivation with our host of solutions, according to your budget and needs. Show how much you care by providing essential subsidies and show your appreciation to your teams with digital GCs.
Nurture your people so they can nurture your organization back.
