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  • Kick Ass Zombie Hunter

The Lowdown on Quiet Quitting

Three rows of broken red hearts with Band-Aids on blue background

Ok, I’ve ignored it as much as I can. It’s time to talk about quiet quitting. Following in the wake of the Great Resignation, quiet quitting seems to cover all those people who watched with envy as their co-workers fled.


Despite my love of alliteration, I do not love quiet quitting. Mainly because it isn’t anything new. Quiet quitting is disengagement wrapped in shiny paper and tied with a bow.


We’ve been dealing with the disengagement crisis for years. Worldwide, 85% of employees are disengaged according to Gallup. Stuck in a transactional deal with their work, they show up and check the necessary boxes in exchange for a pay cheque at the end of the week.


This means no citizenship behaviours – all the actions and behaviours organizations would like to see employees do that sit outside their formal job responsibilities. No above and beyond. No heart and soul.


And while it may be tempting to get sucked into the dozens of articles, podcasts, and videos talking about quiet quitting, the answer to the problem remains the same.


If we want commitment, loyalty, and discretionary effort from employees, we need to build a culture that enables it. We need to create a psychologically safe environment. We need to inspire them with a worthy purpose. We need to give them good leaders. We need to build on their strengths and give them growth and development opportunities. We need to appreciate them.


As author and HR specialist Melissa Anzman says, “Engaged employees are an outcome of positive employee experiences.” If you’re employees are quiet quitting, it’s because they feel you’ve quit on them.

 

A TEAM HUMAN CONVERSATION

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Do you think quiet quitting is an issue in your organization, and if so, why?

  2. What do you think causes employees to become disengaged, and why?

  3. What can you do to ensure people in your team/organization are engaged and enthused about their work and the organization?

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