The term ‘Quiet Quitting’ is a relatively new buzz word, used to describe situations where employees perform only the bare minimum required to stay in their current role.  The reason they don’t leave is that they are scared that if they actually quit, they may not find another job.  In fact, they may not really know what it is they would rather do, but they just don’t enjoy working where they are.

The current economic uncertainty is probably adding to this phenomenon, but I have seen it in so many places over the years.  The phrase may be new, but the reality is an old one.

What could it mean for your business?

Quiet Quitting costs the UK £257 billion a year, and 90% of the UK workforce feel disengaged at work, according to Gallup’s recent State of the Global Workforce 2024 report.

Alarming statistics!  And it goes without saying that the negative impact low engagement will have on your business productivity is significant. It’s a challenge many organisations struggle with, but one that needs addressing sooner rather than later, if you hope to achieve business longevity and growth.

What are the Key Reasons for Quiet Quitting?

These are key reasons your workforce may be disengaged:

  • Lack of Feedback: Many employees feel that their contributions go unnoticed, so whether they work hard and do well, or just plod along, the feedback they get is the same, i.e. non-existent.  Feedback is a critical factor in fostering a sense of belonging and motivation within the workplace.  Even critical feedback is better than no feedback at all!
  •  Poor Relationships with other team members: In today’s hybrid working environment, whist it may seem easier to work from home, what we lose is the relationship and camaraderie of working with our fellow teammates.  Without this bond and sense of belonging, people will become detached from the purpose of the company and end up doing just enough to keep being paid.
  • No Opportunity for Personal Growth: If you are not growing ,you are dying.  Anyone who is in a job that has no job prospects or presents no challenges will start to switch off and become disengaged.  Quarterly appraisals, personal development plans and variety of work can keep people moving forward and motivated.

How can you Create a More Engaged Team?

Here are my 7 top tips…

1. Improve Communication

Effective communication is the foundation of employee engagement. Ensure that (appropriate) information is transparent and shared across all levels of your organisation.

Hold regular team meetings and provide updates on company goals, progress, and any changes. This keeps everyone informed and aligned.  Also, keep listening so that you stay attuned to employee needs, and address any issues promptly.  An open door policy with boundaries is a good way to make yourself approachable.  This approach makes employees feel heard and valued, fostering a culture of belonging and collaboration.

2. Set Goals and Recognise and Reward Contributions

Recognition is a powerful motivator.  Regularly acknowledging and rewarding employees for their hard work can significantly boost morale and engagement.  Celebrate achievements publicly, whether through after work drinks, team meetings, newsletters, or social media.

The personal touch also goes a long way.  Tailoring rewards to individuals’ preferences makes them much more meaningful.

3. Provide Opportunities for Growth

Employees are more likely to stay engaged if they see opportunities for personal and professional development.  Offer regular training sessions, workshops, and opportunities for further education and upskilling.  Help employees understand their potential career paths within the company and provide the resources they need to achieve their goals.

4. Focus on Wellbeing

A supportive and positive work environment can enhance engagement and productivity.

Promote a healthy work-life balance by offering flexible working hours, social interaction, team activities, and ensure that employees take regular breaks.  If possible, implement programs that support physical and mental health, such as gym memberships and wellness workshops.

5. Empower Your Employees

Empowering your employees by giving them more autonomy and trust can lead to greater engagement.  Involve employees in decision-making processes, especially those that affect their work.  Encourage a sense of ownership by allowing employees to take responsibility for their projects and initiatives.

6. Always Ask for and Act on Feedback

Regularly seek feedback from your employees and show that you value their input by acting on it.  You can use surveys, suggestion boxes, and regular check-ins to gather feedback.  Develop and implement action plans based on the feedback received, and communicate the changes you make as a result to the team.

7. Develop Strong Leadership

Strong, supportive leadership is crucial for fostering engagement.  Provide training for managers to develop their leadership skills, focusing on communication, empathy, and team building.

Leaders should model the behaviour and attitudes they want to see in their teams.

 By implementing these strategies, you can create a more engaged, motivated, and productive team, which ultimately contributes to the overall success of your business. If you need some further help creating a dream team that is going to take your business to the next level, please get in touch with me  – kevinstansfield@actioncoach.com