Quiet Quitting – Final Post
Quiet quitting isn’t new. It’s a new twist on an old problem. But, it has captured people’s attention. As leaders, it’s on us to address it.
Quiet Quitting – Part 8
Treatment Option 4: Work to Reconnect Employees/Teammates Employee engagement relies on feeling connected to one another individually and connected as at team to a bigger purpose. Leaders must be intentional in creating interaction and cohesion.
Quiet Quitting – Part 7
Treatment Option 4: Acknowledge and Respect that Employees Have Changed. Quiet quitting is an identity shift. See employees as they are now vs. who they were pre-pandemic. Employees want autonomy over their work, not just in how they carry out their tasks, but also — as much as possible — influence over where and when [...]
Quiet Quitting – Part 6
Treatment Option 3: Commit to Offer High-Quality Work High-quality work means having varied and meaningful tasks, clear goals, and a positive team climate. Particularly relevant today, high-quality work also means having reasonable demands and expectations of workers. Leaders need to be especially careful about not overwhelming people with excessive demands, long work hours, or unreasonable [...]
Quiet Quitting – Part 5
Treatment Option 2: Rebuild the psychological contract with employees. The 20th Century psychological contract was transactional: Employees showed up every day from 9-5, and in return were rewarded with a paycheck and a pension. The 21st Century contract is relational. Employees want a paycheck, but they want challenge, career growth, support, and meaningful relationships. More [...]
Later Will Be Now Before You Know It: 7th Post – Fill In The Blanks
Fill in the blanks below for all aspects of a balanced life, including relationships, career, health and financial. Next exercise: take each of the “I would have” statements of the past, and revise them to be your non-negotiables for the coming year. I wish I would have ____________________________________________ I would have spent less time __________________________________ [...]
