What “quiet quitting” means for management
We’ve discussed the concepts of “quiet quitting” and “the death of ambition.”
We now turn to management and leadership.
How do you recognize “quiet quitting” on your team?
Are there ways to prevent it?
Can you “bring someone back” from that attitude?
The conversation began with insights about global trends but came back to specifics. And, in many cases, those specifics centered around one word: communication. Leaders looking to address quiet quitting will always try to:
- Understand what motivates teams
- Clearly define goals and metrics
- Know colleagues well enough to understand underlying issues
- Provide a well-articulated, motivational mission and strategy
- Be open to feedback
If you want to prevent quiet quitting—or bring a valuable team member back who is struggling—it’s up to you, as a leader, to create an atmosphere where success isn’t just possible, but the norm.
Now, let’s be clear—at some point, it is going to come down to the individual and whether they’re a good fit for your organization or team. If someone really doesn’t want to succeed in their role, you’ll need to find someone who does.
But like any other business challenge, you can help immensely by being a positive, motivated, inspiring example for your team. Show them why and how you’re engaged. Make a commitment to demonstrating and coaching the values you want to see.
Because the cure for quiet quitting may require you to be less quiet about why and how your people should stay.
Image Credit: Adam Chang