However, many employees dont feel theyre receiving this kind of treatment.
Employees have to also make a choice about where they invest their time and talent.
Put yourself in their shoes.
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Understand how your work culture impacts them.
Incentives matter, but what serves as an incentive varies from person to person.
At least in part, quiet quitting is a response to feeling unseen and undervalued.
If you dont know your people, then it is difficult to properly value them or properly incentivize them.
When people feel seen, heard and known, they tend to show up and show out.
More importantly, you create a great working environment with open communication.
Companies can become so insular in their belief systems that culture can be destroyed.
Engaging your team in assessing your mission and values is essential to determining what fuels the behavior.
Be prepared to let things go, revise the belief system and build a thriving culture together.
Share Your Own Struggles With Balancing Work and Life
Dont take it personally.
Lead by example by sharing your struggles with balancing personal and professional duties and offering advice for overcoming them.
Solicit input and encourage transparency.
This will increase engagement and reduce turnover.
Also, rally around vision, common causes and potential for impact.
When we see HR gone wrong, some part of that recipe is off guaranteed!
Leaders should communicate the companys vision clearly and frequently, tying individual roles to the broader mission.
Leaders can inspire greater commitment and enthusiasm by fostering a sense of purpose and belonging.
Regularly check in with team members, listen to their needs and recognize their efforts.
When you acknowledge and reward their efforts and achievements, you might boost their morale and motivation.
Employees will feel valued and engaged, reducing the likelihood that they will quit quietly.
Recognizing contributions increases job satisfaction and encourages a deeper commitment to the companys goals and values.
Kristin Marquet,Marquet Media, LLC
