Have you recently become aware of a new term in the workplace—”quiet quitting”?
Apparently, “quiet quitting” is not about quitting one’s job; it’s about doing the minimum amount of work necessary to keep one’s job and setting boundaries.
It’s an interesting concept, but not a new one.
Like me, you have probably known people who performed at a low level for quite some time. We have called them “disengaged.”
Yet, over time, “quiet quitting” could evolve into a serious challenge for employers and leaders, just as disengagement has. For now, it’s wise to pay close attention to the trend and continue to:
- Create a culture everyone on your team wants to be part of.
- Inspire your team members to make a difference.
- Empower those who want to be empowered.
- Set employee engagement as a strategic priority that gets measured.
- Develop and refine the leadership and coaching skills of your supervisors/managers.
You can pick up a few additional nuggets from the replay of my recent webinar for Team Engine,
A Leaders Guide to Employee Retention Success .
Leadership Tip
Put “quiet quitting” on your radar screen and anticipate how this movement might affect your business. Provide the leadership necessary to navigate the challenges it reveals.
You might find these recent articles helpful:
- Quiet Quitting – What to Know
- Quiet Quitting Explained: Everything You Need to Know
- The Pros and Cons of Quiet Quitting, the Latest Workplace Trend
The workplace world continues to change. Exceptional leaders foresee trends and quickly adapt to changing environments. Let that proactive leader be you.
