The term ‘quiet quitting’ has become a trending topic on social media platforms from TikTok to LinkedIn, but according to some sources, quiet quitting is not a new phenomenon. Organizational psychologist Adam Grant suggests that “quiet quitting” is just a new buzzword for employee neglect: a predictable response when employees feel dissatisfied with their work but are unable to either quit or to speak out for change effectively. Neglect, Grant argues, most often occurs in response to the behavior of managers. A lack of managerial guidance for employees could be the problem, as could a lack of trust in employees, many of whom are working remotely.
Whether quiet quitting is a new phenomenon or a rebranded symptom, organizations should maximize the number of employees who are fully engaged and excel in their work. Employee engagement is a broad but critical target for organizations hoping to lower employee neglect, increase performance and tenure, and maximize productivity. Ensure employees feel supported by their managers. This might just lead to greater employee satisfaction at work, longer tenure on the job, and a renewed commitment to going above and beyond.
As a leader, I know my concentration was on bottom-line results, not on the efforts and sweat equity that went into these results. Once I started acknowledging the human element of the employee's struggles and efforts, not just profit or KPIs, I saw an emotional shift within my employees. Praise, recognition, empathy, and compassion increased employee engagement. Employee collaboration and employee commitment increased by 2x.
Everyone at the end of the day wants to be valued.
The original article can be found at SkillSurvey.