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Quiet quitting isn’t the same thing as not doing your job. I don’t expect people to go above and beyond unless I can motivate them to do that. Ask yourself whether you’re asking them to do an unreasonable amount of work with insufficient support and resourcing. If so, fix those problems or else accept that people will give you the minimal required effort to do only what’s absolutely necessary.
This 💯
Even though I'm personally in a middle management/leadership role, I'm also working with those below me and trying to help encourage and support the team at large, I've started to feel like putting in the extra effort just isn't worth it anymore. And largely that is coming from a change in leadership, there has been less support, more doublespeak, less appreciation, and so the incentives to continue working at the 'above expectations' level are gone. I will still do my job, but don't expect me to go out of my way for it anymore. The people that I regularly encourage, thank, and praise for what they are doing, work phenomenally well on our shared projects when I ask for things to get done, but when we have broader meetings with upper leadership on the same projects, the feeling is just the opposite and discouraging.
I don't know what leadership level you're involved in OP, but might be something to look at to see if that's a similar situation and if there are opportunities to redirect and help encourage more trust in leadership again.
Employee engagement survey. See what’s going on and start addressing the issues. Gallup has a very simple, yet effective, engagement survey. If you do that, then follow up with CliftonStrengths team sessions, you might be able to address the problem of quiet quitting, bare-minimum work days, etc etc in a positive way.
Gallup’s instruments have been developed with the positive, strength-based psychology in mind. They are well-tested and researched. (As opposed to instruments like Myers-Briggs Type Indicator, DiSC, Enneagram all of which are basically pseudoscience that inadvertently labels people in an unproductive ways and people typically hate doing those, they won’t open up (“I don’t want to be psychoanalyzed”), ie you won’t see much change.)
Let me know if you want to chat more about this.
Good luck! ❤️
something tells me you cannot do anything at project level, I suspect this is due to the company doing (or not doing) something recently, wrong policies or lack of recognition etc.
you can talk with them anyway, and try to understand what are their motivations and what you can do to improve things
That's the problem with these inane trends, some hacky business writer comes up with "quiet quitting" and then these jokers get the idea that it's like a legitimate thing to do. It's called shirking your responsibilities! Or falling down on the job. It's not a cool thing! Stuff like that just has to be knocked down, tell people no one has time for their stunts and get back to work.
Quiet quitting does not involve shirking your responsibilities or falling down on the job at all. If I’m quiet quitting it means I’m doing MY job, meeting MY responsibilities, hitting MY goals, doing MY job successfully and to the best of my ability.
There's a lot of context that is necessary here for a good answer, but it's good you are thinking about communication. The fact you "get" the talks is positive, since you can likely be more empathetic towards the team.
Establishing good two-way communication between yourself and team members will help you get to the real underlying issues.
The information you gather here is likely to help you understand what the next steps might be, which as others say, are unlikely to be project-level.
Effectively, I would change the view (and priorities) to: If the team are not led positively and productively, then there will not be a team to get stuff done.
When people leave, a mindset of getting stuff done prioritized above leadership will pressure the remaining team towards exit too. (Basically, are you going to visibly de-prioritize tasks to relieve the pressure, or are you going to keep pushing the team to get the same amount of work done.)
Good luck!
Face it head on. Ask genuine wuestions, Listen, dont promise anything, listen more and fight for those who are worth it before its too late.
Yikes, a large number of them are doing this? This seems like a bad sign. Do you know why they're so unhappy in their positions? I would hold a meeting and address the elephant in the room. If a lot of people are all considering this, seems like there are some big things to address on your team
There's only one way to address a "quiet quitting coup" -- make noise. As a manager, your duty and obligation is to the company first. Your job is literally to make sure your subordinates do THEIR job. Hate to say it (not really) but if they don't want to do that job, there a queue outside the door of people willing to do it. A simple, direct, serious instruction that "Quiet quitting is the same as quitting" should do the trick. Oh, and best of luck to you and your new team.
Hmm maybe try sitting down with each of them and finding out if they have any concerns with their jobs or anything the company can be doing better. Maybe you will get a feel for why people are wanting to leave.
identify top 5 reasons of quite quitting.
check if they r the same for different segments.
create action plan