Quiet quitting is a challenge for many businesses; how to tackle disengagement?
Employees who are engaged in quiet quitting are not exactly resigning, but instead they are only fulfilling basic job responsibilities.
How is quiet quitting impacting organisations?
A company will only become more competitive when the workforce is willing to go above and beyond – which is why organisations are wary of the quiet quitting phenomenon. Employees who are burnt out or disengaged not only impact the firm’s performance but also affect the workload balance within the team, which can impact overall morale.
What can companies do to counter quiet quitting and boost morale?
Quiet quitting often occurs in tight labour markets such as Hong Kong where company leaders, at times, misread the causes behind quiet quitting. Since simply performing the minimum is seen as sufficient among the quiet quitters, companies need to find ways to counter this imbalance and create additional paths to keep staff engaged – these can range from clearer career roadmaps to better wellbeing initiatives.
What leaders should do right now is to truly understand their employees’ needs, which can be drastically different across firms. For example, with the new norm of hybrid working, is the company providing the ideal work arrangements – across both hardware and software – that support a flexible working style and cater for individual productivity goals?
Create mechanisms to collect feedback
To pave a concrete way forward for both the employers and employees, organisations should deploy quantitative mechanisms to collect employees’ feedback and create the optimal work experience. These will allow leaders to keep their fingers on the pulse in terms of what motivates the workforce.
Naturally, different employees all have their own preferences and priorities – from competitive pay to a healthy work-life balance, it is essential for companies to understand the distinct needs across parties. Whenever feedback is received, the firm should form timely communications and action plans – as keeping staff informed means keeping them engaged as well.
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