We are talking about something that has been going on quietly behind the scenes at many employers, and that's the idea of quiet quitting. Coming out of the great resignation, there is a trend where employees are intentionally shutting down and doing less because they're burnt out, struggling, and frustrated.
We've talked a lot about the toll that burnout can take on us psychologically, but does quiet quitting accomplish what we think it does? We are also going to talk about how as leaders, we can protect and prevent employees from stepping into this stage. The goal is to stay connected, stay productive, and stay engaged.
Episode Highlights:
[03:04] Quiet quitting describes people intentionally doing the minimum amount of work and only staying within their job description. They stick to the lowest activity level, which allows them to maintain their job.
[03:45] 7 out of 10 employees have experienced burnout in the last year.
[05:29] Getting back on the treadmill has been jarring and we are dealing with the effects of it now. People still want the autonomy that they had during the pandemic.
[06:10] Some people believe the level of output that they were doing in the past isn't worth it anymore.
[08:24] We need to be aware that there's something bigger going on. We need to recognize that these individuals are just worn out from giving their all.
[09:56] The result of quiet quitting may not end in actual autonomy. Quiet quitting is making us worth less, because we are giving less value.
[13:17] If you really want to quit, you actually could. It's not fair to your team members or yourself to just show up and do the bare minimum.
[15:33] It's more authentic to make an active choice than to passively slowly grind things into the ground.
[16:31] It's incredibly valuable for your team if you can prevent quiet quitting.
[17:35] Hear from your team members how they are really doing. Only talking about goals and data will lead to burn out. Ask great questions and check in to see how they are doing.
[19:44] Have an agreed process to deal with conflicts. Create authentic safety for your employees.
[21:56] Prioritize employees and let them know that they are valuable before they start to pull away.
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