Quiet Quitting

Quiet Quitting

Jeff Wolf, President, RCC

Time to read: 2 minutes

According to a recent survey from the Gallup Organization, 50% of US workers now consider themselves to be "quiet quitters." Which means doing the minimum necessary to keep their job. A crisis in today’s workplace!

The survey goes on to state that “the workplace has gotten worse for younger employees.” 

In solving the quiet quitting crisis Gallup states: “It’s clear quiet quitting is a symptom of poor management and that senior leadership needs to reskill managers to win in the new hybrid environment.”

For the last three years, we’ve geared our leadership development programs, keynote speeches and coaching toward disengagement in the workforce. 

Many organizations we’ve been privileged to work with report an increase in engagement in their workforce due to our leadership development programs. By providing their managers with specific leadership skills that address quiet quitting, the ROI has resulted in higher collaboration, motivation, engagement, retention, productivity, and bottom-line results.

Below are a few thoughts on leadership, from our program, which may help you decrease or eliminate the number of “quiet quitters” in your organization. 

  1. Leaders maintain credibility by being honest, forthright, and open; their values, allegiances and priorities are beyond reproach.
  2. Leaders establish shared values among teams, instill confidence in followers, create organizational excitement, are not afraid of change and they empower others.
  3. Leaders understand that coaching opens lines of communication to create a comfortable environment where performance issues can be discussed freely without defensiveness.
  4. Great leaders are great listeners who generate powerful connectivity among people.  When people feel listened to and heard, they become energized, motivated, and engaged.
  5. Leaders realize that the organization that will excel in years to come will be those that understand how to gain the commitment of employees and expand their capacity to learn.
  6. When a leader’s strategies, objectives, and paths to success are clearly defined, individuals, teams and organizations will be motivated, inspired, and energized.
  7. Leaders understand that failure to realize the effect their behavior has on others can ultimately destroy their leadership effectiveness.
  8. Effective leaders are team builders.  Bringing people together creates harmony and allows them to work collaboratively toward achieving success.
  9. Leaders understand that motivated people provide a competitive advantage. As a leader, they can make the difference between those who care deeply about their roles versus those who simply show up for work every day and go through the motions. An effective leader motivates people to work together and achieve greatness, instilling confidence and trust as they go about their everyday business.
  10. If leaders lack passion, they will never inspire people to greatness or be effective.
  11. Leaders who articulate a strong vision of the future, define their strategy and execute well, can change the course of their organization, team, or department.
  12. Leaders strive to build trust and understand trust is a three-way street: you must be able to trust each member of your team; they must be able to trust you and team members must trust one another.
  13. Leaders hold people accountable.  Every person should be held to the same standard of excellence, regardless of training or years on the job. While each person’s precise tasks will vary, all team members’ commitment to completing the job should be unwavering.

To learn more about our Leadership Programs, contact Mike Adams at madams@wolfmotivation.com 



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