KindCulture: The Quiet Quitting Remedy
#quietquitting has been the big topic of conversation over the past few weeks. As with many topics these days, the phrase has some controversy surrounding it and is interpreted in different ways.
In some corners of the Internet it is defined as the antithesis to "hustle culture," while in other parts it is defined as doing as little as possible, until something better comes along. Finding a singular definition wasn't easy, but a combination of definitions is what resonated with me the most. Quiet quitting is a way to let my company understand my value at work and set healthy boundaries that allows for true work-life balance.
I grew up in the time where you had to prove your value, and maybe then you might get recognized for your work. #generationZ is flipping that mentality on its head. This generation is reminding us that work is a mutual agreement between an employee and an employer to fulfill certain duties in a pre-determined time each week.
In a B2B environment we call it a Statements of Work - and when done well, details the expectations of each party ending in a Win-Win. However, with employment agreements there has been "scope creep" on the part of the employer and Gen Z is pushing back.
There is (and has been) a clear disconnect between employees and employers for at least the last 20+ years. Gallup reports that since 2000 the percentage of engaged employees has been between 26 - 36%. In any setting, that is considered a failure, except with employee engagement. It is almost as if expect poor #workculture and business become content when they are sitting among the top quartile. We argue that work doesn't have to be a place that people loathe.
Quiet Quitting has a direct impact on the economics of a business. Whether people are doing it because they want more work-life balance or they are rejecting the idea of not being compensated for the time they put into work, #productivity is suffering. Meanwhile, according to an NPR report, government data shows an historic drop in productivity over the last two quarters, with some arguing that quiet quitting is playing a significant part.
Poor work cultures are feeding the quiet quitting behavior. "We found that the least effective managers have three to four times as many people who fall in the “quiet quitting” category compared to the most effective leaders" a Harvard Business Review article reports. Strong leadership is fast becoming a greater currency and more of a competitive edge than compensation itself.
People want to feel connected to the leaders the work for, the colleagues they work with and projects they work on. Making the connection between people, process and profits is the future of engaged, creative and innovative teams.
Want to know if you have quiet quitting happening in your work culture?
Are you supporting an environment that encourages people to make a habit of taking breaks, prioritizing life events and actively disconnecting during their PTO?
Does every employee have an opportunity to ideate, create and innovate?
If the answers are not yes, to both, you have quiet quitting actively happening in your organization, the question is what do you want to do about it? Here are a few tips:
Listen. Yep, listen to what your people are saying. People will tell you exactly what is wrong, but you have to pay attention.
Standardize Your Company's Calendar. Create protected time that allows individuals to decompress, stretch, take a walk, just get refreshed. Treat this time the same way you treat a meeting with the most senior person in your organization.
Create Ideation Groups. People know the work they must do, but the ability to create and innovate ways to make the company better invigorates folks. Want people to stay engaged, implement their ideas.
The more you trust and respect your employees, the more loyal and engaged they will be. You won't have to ask them to go above and beyond, they just will! In the end all successful roads lead back to great leadership inspiring people to do great things. #kindculture #workkind
