In Q3, I wrote an article about how to prevent employees from quietly quitting their jobs. The newest craze is for leaders to quietly quit their employees! For some leaders, “quiet quitting” is in retaliation to employees quietly quitting on them.
Yikes! It’s creating a vicious circle with no winners!
For leaders, what does quiet quitting your employees look like?
You may change, eliminate, or withhold:
- Flexible work schedules
- Paid training and skills development
- Availability for 1:1 or team meetings
- Focus on employees’ self-care
- Benefit packages
- Acknowledgment and appreciation
During and following the pandemic, leaders significantly enhanced these benefits and actions to attract and keep employees.
But it’s pay now or pay later! If you’re citing the reason for making these changes as a way to improve your bottom line, stop and think! This form of quiet quitting will hurt your company’s productivity and your ability to improve retention, revenues, and results now and in the future!
How to Stop Quietly Quitting Your Employees
Remember, your actions speak louder than your words!
Keep the Lines of Communication Open. To turn around employees that may have quietly quit (yes, you’re the leader … it’s up to you):
- Meet 1:1 at least twice a month
- Have short weekly team meetings to keep everyone on the same page
- Keep an open door
- Have the tough conversations when employees are not producing the required results
- Show that you care by guiding them to achieve intended results
Make It Safe for Employees to Speak Up. If employees feel you’ve quietly quit them, they will hesitate or fear reporting mistakes, asking questions, offering new ideas, or challenging a plan. Leaders and employees cannot hide when they’ve quietly quit! Remember, your actions speak louder than your words! Work with your coach to get back in the game of being a great leader!
Don’t Change Policies & Procedures (P&P). If they are working, there is no need to change them. It doesn’t save time or money! However, if employees abuse the P&Ps, manage them for the intended results. For example, if you’ve been allowing flextime, and it’s not working, have a team meeting to discuss it and develop win-win solutions.
Upgrade Training & Development. It’s very short-sighted to stop providing training and development. These dollars keep your employees’ skills top-notch. Remember, you cannot replace employees or teams without experiencing the lag time before they are fully productive! This can range from weeks to months (sometimes several years!). Create individualized career plans with the required budget dollars.
Require Coaching for Managers. This is critical. Usually, when managers don’t want a coach, there is a reason (e.g., fear, dislike of people, unable to delegate). Hire outside executive coaches to support them. This will eliminate your managers from quietly quitting and these managers from quietly quitting their employees. Remember, the other leaders within the company are often poor coaches since they want others to follow the same pathway they did. But they can make great mentors.
Ensure a Competitive Benefits & Compensation Package. Employees stay where they are valued. It also attracts top talent when weighing job offers! Make changes to pull together a comprehensive package, not reduce coverages. Messing with employees’ pay and benefits will cause quiet quitting or worse!
Focus on Team Development. Throwing together team members to meet diversity and inclusion efforts is failing. But the reality is that most teams were failing before the pandemic due to a lack of resources and poor leadership—base team creation on required skills. Or team members will quietly quit due to lack of interest. Also, make sure you and your teams are continually developing skills, including facilitation skills.
Keep Focusing on Well-Being. Many employees are experiencing burnout! It’s one of the reasons they quietly quit! This issue will not go away by ignoring it and quietly quitting on them! Honor their work hours. Encourage breaks and vacations! Do not allow employees to come to the office if they are ill! Don’t forget to focus on your self-care too!
Thoughtfully Develop Your Workplace Culture. Engagement and connection to the company’s vision and mission are essential. But many leaders and their employees have forgotten all about it! Review the company’s core values when you or your team are struggling. Consider making this a monthly practice and discussion. Are the decisions you’re making in alignment with the company’s vision and mission? For example, are your selection practices for hiring, job promotions, and job transfers in alignment? Most are not.
Instead of quietly quitting on your team members, take the time to engage, create workable solutions, and develop their skills. Your involvement makes a significant and sustainable workplace culture now and in the future. Don’t forget! The bonus is that happy employees keep customers from straying to your competition!
©Jeannette Seibly 2023 All Rights Reserved
Jeannette Seibly is The Leadership Results Coach. She is an award-winning international executive coach, speaker, and business author. Her wisdom of over 30 years guides clients to work through sticky situations and challenging relationships. Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!
A note from Jeannette about leaders quietly quitting on their employees: Leaders are doing this for several reasons, including retaliation for employees quietly quitting on them. It’s time to step up as a leader and get back in the game. Or you will lose customers and a healthy bottom line. Contact me for a confidential conversation to re-engage yourself and your employees before it’s too late.
Have You Considered: As a leader, strengthening employee engagement is critical to everyone’s success. I have extensive experience guiding leaders to engage their teams and achieve unprecedented results. Contact me if you want an in-depth, one-on-one hour over 13 weeks. Remember, coaching speeds up your ability to engage your employees to excel.
When you feel like quietly quitting your job, stop! Working through sticky situations and complex relationships isn’t hard if you understand “why!” Your mindset impacts your resilience and ability to achieve intended results! Stop waiting and hoping things will change! It won’t get easier if you wait! Instead, take action and contact me for a confidential conversation.