Employee engagement is a real concern for employers. While it is probably not a new concept, there is now a label for employee disengagement and apathy known as ‘quietly quitting.’
This is a state where employees do the job they are employed to do with no problems or concerns however, they are emotionally detached from any ambitions for the company, its success, growth or development. They simply ‘clock in’ and ‘clock out.’
Why are employees quietly quitting?
You might wonder, what’s wrong with that? They’re doing the job and not causing any issues so why is this a problem?
Perhaps there isn’t, if as an employer, you have no sustainability goals for the company, do not wish to attract stakeholder investment, develop your brand or strive for larger market share.
With the digital age and an exponential increase in competition for market share, it is now more important than ever to have ‘buy in’ from employees so that they are committed to the aspirations and objectives of the company , wanting to want to be there and participate in its growth and success.
How quiet quitters Affect long term business goals
There is nothing to stop employees quietly quitting. As they would not be underperforming or misbehaving there would be little cause for HR intervention.
However, the quiet quitters pose a significant risk to employers by their failure to engage and participate in meeting the long-term goals of the business. Their stagnancy results in a lack of creative input, foresight and innovation.
It can also lead to low team morale where their disinterest waterfalls into the attitudes and behaviours of their teams perhaps even seeing enthusiastic individuals leave and move on to somewhere else.
How to keep your employees staying
Employers who want their employees to want to be there may give some consideration to the following:
- What are the values of the company and is this mirrored in the type of culture that exists?
- Are employees disengaged because they feel adrift from the mainland where decisions are made on assumptions of what employees want or need?
- How is employee appreciation expressed? If you want employee commitment and investment, how are you investing in them?
- How are you building trust with your employees? Employees who are emotionally invested will bring more to the table. Trust develops a good faith commitment and for the most part, people like to deliver their part of the bargain.
Companies frequently spend thousands of pounds in developing brand image and in marketing their products and services. However, where there is a culture of quiet quitting inherent in the spine of the company, such investment is futile if your employees, who are the engine of the company, feel uninspired and unenthused to take relevant action towards achieving the company’s ambitions.
To discuss any of the points raised in this article, please contact Dipti Shah or fill in the form below.