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Many employees seek fulfillment in their careers, hoping to be seen and understood by their employers and given a chance to show off their skills and grow within their companies. However, many employees don’t feel they’re receiving this kind of treatment. In fact, “quiet quitters,” or those who are simply doing the bare minimum it takes to get by in their jobs, could make up around half of the U.S. workforce — a response that signals widespread issues with employee recognition and engagement.
According to the business leaders of Rolling Stone Culture Council, the solution lies in treating your employees like the valuable team members they are, ensuring they have the opportunities and resources they need to succeed. To do so, they recommend following these 11 tips for reengaging employees and reigniting their passion for their careers.
Foster an Environment Where Employees Can Grow and Feel Valued
Focusing on “quiet quitting” is the wrong approach to solving the issue. If leaders foster an environment where their teams feel valued, see how their contributions support the company’s direction and see a path to personal growth, they’re apt to stay and less likely to quit — quietly or otherwise. Employees have to also make a choice about where they invest their time and talent. – Bill Connolly, Monotype
Put Yourself in Your Team’s Shoes
Truly cultivating an environment where people want to be, where they thrive, requires authenticity and humility. Put yourself in their shoes. Understand how your work culture impacts them. Add value to their lives, respect boundaries, relieve mental strain, give them time back with their families and provide mentorship to increase their professional knowledge and further their careers. – Eileen Valois, Go West Creative
Get to Know Your Team and Ensure They Feel Seen
How well do you know the people you are leading? Incentives matter, but what serves as an incentive varies from person to person. At least in part, “quiet quitting” is a response to feeling unseen and undervalued. If you don’t know your people, then it is difficult to properly value them or properly incentivize them. When people feel seen, heard and known, they tend to show up and show out. – Jed Brewer, Good Loud Media
Communicate Transparently and Openly
Transparent communication builds trust and strengthens the relationship between employees and leadership, leading to higher employee engagement and happier employees overall. More importantly, you create a great working environment with open communication. – Karina Michel Feld, Tallulah Films
Collaboratively Reevaluate Your Mission and Values
Look from within to determine why your culture is failing. Companies can become so insular in their belief systems that culture can be destroyed. Engaging your team in assessing your mission and values is essential to determining what fuels the behavior. Be prepared to let things go, revise the belief system and build a thriving culture together. – Michael Klein, Sunset Amusements
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Share Your Own Struggles With Balancing Work and Life
Don’t take it personally. It’s normal for individuals to become less enthusiastic with time, but the reasoning varies: overworked, underappreciated, even bored. Lead by example by sharing your struggles with balancing personal and professional duties and offering advice for overcoming them. Provide a safe space for your team to share problems and concerns, and be open to hearing their suggestions. – Magen Baker, Bell + Ivy
Take Employee Feedback Seriously
Foster a culture of open communication and feedback to better engage employees and address “quiet quitting.” Solicit input and encourage transparency. This will increase engagement and reduce turnover. By actively listening to employees and implementing their suggestions, businesses can create a more inclusive and motivating work environment. – Francis Hellyer, tickadoo
Work to Implement Rock-Solid HR Practices
The greatest hits never go out of style. This means good old-fashioned rock-solid HR practices, including clear descriptions for every position, regular engagement throughout the year (keep conversations fresh and comfy), and mid-year and year-end reviews. Also, rally around vision, common causes and potential for impact. Works every time. When we see HR gone wrong, some part of that recipe is off — guaranteed! – Scott Curran, Beyond Advisers
Foster a Sense of Purpose and Belonging
When employees understand how their work directly impacts the company’s goals and feel that their contributions matter and that the mission matters, their engagement levels soar. Leaders should communicate the company’s vision clearly and frequently, tying individual roles to the broader mission. Leaders can inspire greater commitment and enthusiasm by fostering a sense of purpose and belonging. – Rhett Power, Accountability Inc.
Prioritize Employees’ Personal and Professional Well-Being
To address quiet quitting, foster a supportive work environment that prioritizes the employees’ personal and professional well-being. Regularly check in with team members, listen to their needs and recognize their efforts. When employees feel valued, heard and mentally supported, they’re more engaged and motivated, enhancing both productivity and fulfillment. – Kelley Swing, Head Case Hair Studio
Acknowledge and Reward Their Efforts
Create a culture where you recognize and appreciate your employees. When you acknowledge and reward their efforts and achievements, you can boost their morale and motivation. Employees will feel valued and engaged, reducing the likelihood that they will “quit” quietly. Recognizing contributions increases job satisfaction and encourages a deeper commitment to the company’s goals and values. – Kristin Marquet, Marquet Media, LLC
