The pandemic and cultural changes have made it difficult to find, retain and motivate great employees. “Quiet quitting” is the latest challenge for the employer. Quiet quitting is simply doing a job just enough to get by. There is no stretching of one’s self, putting in extra effort when needed to provide customer satisfaction or thinking beyond the current role. This can affect employees waiting for retirement and early career workers just staring out.
There is hope for both though. Employers can provide a program of career development and opportunity which will encourage employees to engage. Those new to the work environment can use help on how to move forward and make their job a career. Coaching can help draw out from the employee ideas they may not have had in the past. This guidance can come from long-term employees providing them with purpose and a chance to leave a legacy when they do retire. There is risk of losing some employees but how better to be known as a company where growth, finding talents and putting their skills to work is encouraged. Rewards and recognition may improve morale igniting a new passion about the business too. A little study by management will uncover what rewards besides money will motivate employees. This may include flexible work hours, additional time off and even tele-commuting for the appropriate job. Creativity will be the key for employers to rebuild excitement about coming to work each day.
If as an employee one finds themselves in the position of quietly quitting or feeling bored, there are some steps they can take. Start by examining where you are in your career. Is this the job you have always wanted? If not think about what holds you back. Talk to your manager about what steps can be taken that might include training to learn new skills or job sharing within the company. Come up with new ideas on how to carry out the work of the business more efficiently. Expand the breadth of your career by writing about it or look for opportunities to speak in places like schools. To retain and find more satisfaction in the job, both the employee and employers must start the process of setting goals that are reasonable and attainable. Companies are spending large amounts of money to eliminate quiet quitting using consulting firms but some of this can be home grown.
Ted Saul is a business coach and writer that assists with Business Plans, Project Management and Career Management. He earned his MBA from Regis University along with a Masters in project management. Ted can be reached on LinkedIn or by emailing TedSaulbiz@gmail.com.
