Leaders everywhere are worried that their teams are quiet quitting. Instead of worrying about it, let’s give you 3 ways to prevent quiet quitting. As a leader you know that engaged teams are more productive, more creative and make better decisions. They feel more confident and connected to their company, which translates into loyalty and protection from poaching by competitors. In short, when people are engaged it makes for a better workplace for everyone involved — including you!
So what can you do to get your team engaged? 👀
The first step is to figure out why they’re disengaged in the first place. Let’s go through some of the some common reasons:
- They feel unappreciated or undervalued.
- They don’t feel like they have opportunities to grow professionally or personally.
- They don’t feel supported by management or the company culture.
As a leader you have to make sure your team is feeling supported, appreciated and challenged. Here are some things you can do for each and prevent quiet quitting.
- Add more 1:1 touch points with your team (this can include just chats about what’s going on in their lives to support goals, events or simply to empower them)
- Make sure all team members are speaking up during staff meetings to give input
- Create a delegation process so others can pitch in where they can
- Have clear expectations for each role
- Make sure to create attainable and challenging goals for each project (adjust as needed)
- Create a plan of progression for every role and how each person can be promoted
- Have clear salary ranges for promotions
- Speak openly and praise loudly about projects that are done well
- Give them time back (this can be an additional vacation day or an unplanned afternoon off)
This is by far not a comprehensive list of ways to support a team, but it is a small way to get you started in the right direction. We know that every individual is motivated by different things, and so the best way to figure out what to do is by asking people.
On the flip side, it is also important to note that sometimes your company may no longer be the right fit for someone. They may need a complete change and that’s alright too. Make sure you support them by conducting an exit interview, asking for their feedback and offering a recommendation so that future team members know what type of leader they can expect.
Need more than just 3 ways how to prevent quiet quitting? We would love to build that for you, send us an email at email@example.com and let’s work together.