In the mysterious realm of business, one spectral presence looms large at the moment, challenging both senior managers and executive leaders. It’s called “quiet quitting” and it manifests as the non-physical departure or withdrawal of employees from their jobs.
More specifically, employees disengage from their roles and organisations without overtly expressing their dissatisfaction. Over time, as they continue to haunt the halls, they become increasingly disconnected, resulting in reduced productivity, diminished enthusiasm and a gradual decline in their commitment to the work and the company. Their ‘absence’ is palpable, causing more damage to workplace culture than if they actually left.
Look out for disengaged employees who remain silent in meetings, consistently miss deadlines or avoid gatherings. Watch out for those who shy away from extra responsibilities or stop contributing to team efforts. These could be your ghosts. And then…
1. Hold seances
Hold regular “seances” in the form of team meetings and be sure to disallow silence. Encourage employees to share thoughts, fears and aspirations. Managers and leaders should listen keenly to what’s being said, even (in fact, especially) if it’s whispered.
You might even ask employees to share what they perceive to be happening in the workplace and in workplace culture, using the words, “Around here, people…”
2. Seek feedback
Create an anonymous feedback system where employees can communicate invisibly. In other words, allow them to share concerns and ideas without fear of judgement or reprisal, via a no-strings-attached feedback loop.
This sounds obvious, right? But we’ve seen suggestion boxes that no-one uses because there are cameras mounted directly above them.
It’s important to make regular, continuous feedback part of your organisational processes – rather than a once-off intervention when you suspect a problem might be looming.
3. Reward input
Beyond honouring individual accomplishments and team achievements, why not reward the brave souls who dare to speak out? Who are willing to exorcise mediocrity?
By recognising employees who share forthright communication, who display courage in providing constructive feedback, you create a workplace culture where input is genuinely valued. You celebrate the voicing of ideas and concerns, even if these challenge the comfort zone or status quo. And that’s profoundly healthy.
Bottom line? If your workplace feels like a haunted mansion, featuring a handful of lurking employees who are little more than restless spirits, understand that quiet quitting is often the manifestation of unaddressed issues. Unveil the issues first.
