Re-engaging Quiet Quitters - Employee Well-Being Exchange
In late 2022, terms like quiet quitting and act your wage flooded social media and made national headlines. Leaders argued whether this was a healthy reflection of employees protecting their boundaries or something more sinister: many see quiet quitting as another way to describe a new generation of disengaged employees.
Featuring: Kelly Picone, L&D Manager, Independent Health
Top Things We Explored
It's about burnout. Quiet quitting has been described as prioritizing work-life boundaries OR disengagement. Either way, the phenomena has been driven by the workforce becoming burned out. i4cp's Talent Imperative report found that recently burnout is the top drive of talent loss.
Identify overwhelmed employees. A Gallup poll stated that at least 50% of the US Workforce is made up of quiet quitters. Do you agree? Members shared they're using employee listening strategies to identify if employees are feeling overwhelmed, and why. Intervening at the stage of feeling overwhelmed can help reduce burnout, and ultimately reduce disengagement.
Loud commitment. One member brought up questions like, "What about those who have decided to fully engage in their career? Should they loudly commit? What about those who are "left" with the extra work? Are they at even more risk of burning out?"
Consider what else is creating burnout. Check out the Burnout Epidemic, a book resource recommended by a member. It breaks down 6 different drivers of burnout.
Communication with leaders. One member shared the essence of internal memo sent out by leadership to address the topic. Quiet quitting was acknowledge, and the leader encouraged employees to decide how to make the employee experience great.
Give employees more money. Or at least that's the strategy most organizations are taking to reduce the attrition caused by burnout and other factors. But that strategy can unleash a host of unintended consequences.
Look to culture, instead. i4cp found that high-performance companies leverage culture to attract, engage, and retain talent. Check out our latest report, Culture Fitness.
Advice from the network. We're experimenting with a new format, allowing members to connect on a deeper level at the end of the call. We're calling it The Last 30. Our first time was great, and we heard this gem from a member:
"When I was new to the Engagement team, I heard great advice for my company. Don't launch anything. There's probably more things than people have a chance to take advantage of. So I track data to see how programs are being used and how that affects burnout, disengagement, attrition rates, etc. That allows me to follow up and encourage employees to re-engage in the great programs we have - great programs that make a difference when they're used."
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