Dealing with Quiet Quitting

whether you’re a manager or a senior leader, you have likely seen it all, from chronic tardiness to friction that disrupts an entire team’s dynamic. Yet, some of the biggest risks are the ones you cannot easily see. Take "quiet quitting." Because disengagement manifests differently in every employee, it frequently slips under the radar making it subtle but significant threat to team productivity and workplace culture.

Perhaps you’re dealing with a staff member that’s explicitly aimed to do the bare minimum, or another that’s cutting corners. Either way, it signals disengagement and only gets worse if you let it fester.

So how do you actually address it?

One on One’s That are Efficient and Productive

The relationship you have with your employee can be a significant factor in how they approach their role and their performance output. The way you conduct one on one’s can play a big factor in this. Instead of meetings which amount to status updates, use them as an opportunity to connect with your staff member. Ask about how they are doing, if they have any issues, and how you can help them in feeling and achieving their best. An employee who feels that their manager is looking out for them is less likely to feel engaged, and with all the horror stories of toxic management out there, a good leader is worth their weight in gold.

Be Proactive in Addressing Workplace Issues

Sometimes, employees aren’t disengaged from their role or the company itself, rather it’s certain unresolved issues in your workplace that needs to be addressed. Your organisation may have problems with bullying, harassment, gossiping or other unfavourable behaviours which when unresolved, can easily demotivate staff. Ensure you take a proactive approach in maintaining a positive company culture while actively dealing with these issues for your staff to remain engaged and to ultimately retain them.

A feeling of fulfillment

Do your staff know what their work is contributing to? Are their roles and tasks assigned with a sense of purpose? When staff truly understand how their work contributes overall to the organisation, it’s much easier for them to remain engaged. Ensure your employees contributions are acknowledged and rewarded where necessary. Aim to foster a culture where staff truly understand where they stand and the importance of their role for the company.

You Can’t Always Win

With some staff members, irrespective of what you do, if they’ve made up their mind that they’d rather not engage as you expect them to, it may require a tough conversation with them over whether your company is right for them. You can’t always win, but you can set an example and prevent further issues from occurring.

For more insights and opinions on everything to do with HR, stay tuned for more!