Join Michelle and Maria with their special guest, John, for today’s episode on “quiet quitting”. This phenomenon has been in the news quite a bit lately and it’s been gaining traction. While it is often framed as an employee problem, Michelle and John believe it can also be caused by the employer and the organization.
Since quiet quitting can really affect your business, REL Talk wants to address it, help you understand it, and provide suggestions and tips for how to proactively prevent quiet quitting from happening on your watch. They also recommend an invaluable book for more details about quiet quitting, that also includes more tips, tricks, and solutions than what can fit into a 30-minute podcast.
The Finer Details of This Episode:
Quotes:
“Quiet quitting is the concept of doing the bare minimum that you need to do, in order to not get fired.”
“Baby boomers were like, all in. They were going to give 150%.”
“That’s not the case anymore. I think younger people have realized that. And especially through the pandemic and even inflation right now, when companies are boasting about record profits and saying they don’t have money for raises… like, you can’t do both.”
“Is it the fault of the company for not engaging the employee? Or should the employee be getting in trouble for doing exactly what their job description says they’re supposed to do?”
“Your job as a leader is to make sure your team is engaged and motivated in the right role.”
“I promise: people don’t go from trying to make you and your department look like a rock star to giving the bare minimum overnight, without having some element of frustration… you need to find out what is happening.”
“Here’s how you be proactive. Go look at those job descriptions and the expectations of the roles. Because I promise you, you’re asking for more than you’re paying them.”
“They’re okay with you paying them what their job is worth. They’re not okay with being asked to do more than you’re willing to pay.”
“So the reality is, as a leader…, you’re going to have to assess everyone individually, just like you would with any employee and address it based on where that person is.”
Show Links:
REL Talent: HR Consulting
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REL Talent on LinkedIn
