6 Ways To Prevent Quiet Quitting
What are the ways to prevent quiet quitting?
- Communicate often and transparently
- Democratize decision-making
- Offer projects that fit their goals and skills
- Invest in their professional progress
- Set clear and defined expectations
- Acknowledge and reward employees
At the office, have you seen employees start to do the bare minimum? On their faces, you see disengagement and a lack of enthusiasm to do their daily tasks. That can be what many people have called quiet quitting. In this blog post, I tackle some of the ways to prevent quiet quitting in your office. Hopefully, these tips can help you bring back the enthusiasm and spark of these employees.
It’s unfortunate to see this as a trend among employees today, but it may be happening in some of your workplaces. This can be because of many reasons depending on what the employee may be going through. Some common reasons are because of the lack of recognition and motivation from employers and colleagues.
Communicate Often And Transparently
If the only time you and your employees discuss their performance, progress, and goals is during monthly performance meetings, you might want to reevaluate that routine. Employees want to hear from upper management since it assures them that their hard work does not go unnoticed.
When they start to feel ignored or isolated, then these employees are fated to become quiet quitters. From time to time, try to communicate with your employees about how they are doing in the company. It costs nothing to communicate often and transparently with your employees so make sure it’s part of your routine to check on them.
As an employer, you must include your employees in making decisions. This makes them feel included and heard in the workplace.
Employers can do this by allowing employees to actively participate, interact, and attend meetings with their clients. This kind of collaboration between a manager, employee, and client results in better teamwork and deeper trust between each other.
Offer Projects that Fit their Goals and Skills
It’s important to challenge employees, however, if done too often, they tend to feel more exhausted. An employee decides to extract himself from his workplace when he is provided with assignments or projects that don’t fit his interests or skills.
Make sure to offer them projects that align with their career goals. When given tasks aligned with their strengths and role, they feel more motivated. As a result, it will bring defined and clear responsibilities, and desired outcomes – all of which can rekindle their passion for work!
Invest in their Professional Progress
Quiet quitting can also happen when employees feel that the management is blocking their employee’s promotion and progress at the office. This makes them feel that they are not growing in their career which often results in them becoming a quiet quitter. Worst-case scenario? They resign and find a better company that helps them improve in their professional career.
Employers must invest in their employees. While helping them improve their skills and talents, you are also investing in your own company, too. Employers can do this by allowing them to take courses and certifications. They can also provide them with coaching and mentoring sessions to personalize these
Set Clear and Defined Expectations
When it comes to their career, employers never want things to be unclear especially when it comes to their progress. This uncertainty can lead them to feel frustrated and annoyed, leading to disengagement and quiet quitting.
Employers need to define what is expected from their employees. This includes their job duties of setting clear, defined expectations beyond deadlines for projects. Communicate with your employees so they can understand what you’re expecting from them on a general basis as well as for their specific job responsibilities.
Acknowledge and Reward Employees
Finally, one of the best ways to prevent quiet quitting in your company is acknowledging and rewarding your employees. This keeps them engaged and increases their productivity.
Many employees feel motivated when given monetary incentives. However, there are other ways to do this as well. Employers can host recognition programs or even throw a thank-you dinner when a big project wraps up.
By doing these, it shows that you value the hard work they put into their job as individuals and as a team.
Those were just some ways to prevent quiet quitting. To address quiet quitting, employers, managers, and supervisors should be able early signs of this especially when it’s slowly affecting their performance in the workplace.
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