Employee Engagement Failure: Quiet Quitting Results

Understanding “Quiet Quitting”

Within the past few weeks, “quiet quitting” has become the latest pandemic-driven catchphrase, right alongside the more established “Great Resignation.” Quiet quitting refers to an undetermined number of employees who are dialing back their work efforts, primarily trying to align the bare minimum of effort with their compensation. Some perceive it as a way of employees’ rebellion against a very demanding work culture with low motivation. In simple words, it is a new way of discarding the idea of going above and beyond the minimum job requirements.

What Causes Employee Engagement Failure?

Inadequate and inefficient communication at all levels is the starting point for failure in employee engagement. Not being receptive and appreciative of employees’ contributions and concerns results in disinterested employees. Studies show that over 85% of employees are most motivated when internal communications are efficient. Increased stress situations make people go through stages of re-evaluating their relationship with life and work, resulting in either resigning, reshuffling, or quiet quitting.

The Bigger Picture

The striking factor that has changed in the past few years for employees is the increased importance placed on mental well-being, job satisfaction, and work-life balance. The significance of these factors has particularly increased post the pandemic. Behavioral patterns similar to quiet quitting indicate that employees are not getting the right motivation on a daily basis. Demotivation usually comes with discontentment, depression, and anxiety, resulting in complete disengagement. Effective employee engagement and adequate recognition will not only reduce employee absenteeism and turnover but also increase productivity, resulting in higher profits. Organizations need to give them a work atmosphere worth working for, where they feel connected, recognized, appreciated and have a sense of belonging. Companies need to be mindful that they are accountable for employee engagement.

Let’s Talk Solutions

Within every problem lies an opportunity, and “quiet quitting” is no exception. Employees who receive adequate support, recognition, and growth opportunities are motivated to perform at their best. Management training, skill-development programs, and recognition programs will help toward building trust with employees and promote a positive work environment.

The lack of enthusiasm needs to be addressed at an early stage. Awards and recognition programs that recognize the efforts and quality work put in by employees across all departments and lines of business within the organization are highly crucial for maintaining high productivity and employee morale. Employees not only need to be rewarded for their current performance but also encouraged and motivated to realize their potential and increase their skillset. Conducting customized programs for employees is one of the best ways to achieve this.

Kinetic Promotional Product Services is the right partner you need to help you with brainstorming sessions and develop a custom award and recognition program that perfectly suits your vision and goals. We specialize in providing expert assistance to help HR professionals avoid employee turnover by creating programs that engage and encourage employees to know their value. To brainstorm with you and organize programs that suit your requirements the best, contact us today!

About the author : Denis Gagnon