“No one can whistle a symphony. It takes a whole orchestra to play it.”H.E. Luccock
The pandemic brought many opportunities for employees willing to switch careers, and jobs and even move to a different city. This undoubtedly contributed to the rise of quiet quitting – which can affect coworkers’ morale. And we all know that replacing an employee could become very expensive.
“Quiet quitting has always been seen in the workforce — it just wasn’t a popular topic until a TikToker posted a video about it that went viral in July 2022. In the video, he says that when you quiet quit, you don’t outright quit your job; you just quit the idea of going above and beyond at work, as your work output doesn’t define your life.”
Now with the lack of workers (for almost any possible position you can imagine), it is increasingly important to provide employee perks alongside a strong company culture and healthy workplace environment.
Here are seven tips employers should consider when combatting demoralization in a quiet quitting workplace.
1. Remember, compensation is only part of the equation.
Meaningful work is sometimes more important than the paycheck. Small business owners should communicate this idea to their employees so they can understand how their efforts result in customer satisfaction and company success.
2. Challenge your teams, but take a measured approach.
It’s essential to set specific goals and aim accordingly to achieve the vision of the business. However, if this is communicated wrong or the goals are impossible to accomplish, employees will lose interest.
3. Focus on similarities rather than differences.
Do not overlook core competencies on your team. People will get along better if you can balance their interests with their ability to perform specific tasks. Group people together who enjoy similar activities and you will create a friendlier and more collaborative environment.
4. Create group activities outside of the workplace.
Remote work is arguably making people more introverted, as a result of less human interaction throughout the workday. You can change that by taking your team to sporting events with their families, a local concert, a popular restaurant, or performance arts venues. It is not as expensive as you might think and will reinforce camaraderie.
5. Congratulate and encourage your team despite the outcomes.
Recognize the effort even if they don’t hit the target. It’s better if you’re patient with your team and praise what they did correctly rather than pointing out the things that they did wrong. As a result, they will gain confidence and try harder next time.
6. Advocate for fundamental values like punctuality and consistency.
Always remember that consistency is more important than talent or luck. No matter how good an employee could be if they’re always late for work that can negatively impact company-wide morale.
7. Be flexible with employee needs.
People live their lives and with that comes complications, situations, and problems. Keep in mind your employees are human too and helping them with something can be a game changer and transform a tragedy into an inconvenience. This can contribute to an increase in employee loyalty.
Remember… In the long run building a team will cost time and money, but if you do it correctly and follow the steps above, you’ll save much more and minimize your employee turnover rate.
Miguel G. Brambila has over 20 years of professional experience as a Strategic Management Masters’ professional dealing with business-to-business solutions, hospitality, team builder strategist, retail trade, product development, marketing, communication CRM systems, business expansion, and multichannel services.
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