Bloomberg Business just shared that almost 1 in 5 workers have fully checked out on their job.

Quiet quitting is once again on the rise as layoffs mount.

Quiet quitting can crush your business.

Here's how to spot it.

And what to do about it:

“Quiet quitting” has taken the media world by storm.

This trend, named by a Gen Z creator on TikTok, basically involves doing the bare minimum at your job while looking for a new one.

A recent survey showed that 21% of respondents say they only do the bare minimum.

And according to Gallup, 55% of employees born after 1989 are not engaged at work.

The workplace dynamics have shifted dramatically in the last few years.

So how do you know when quiet quitting is going on at your organization?

When you have employees that are:

1. Attending meetings but not speaking up

2. Waiting to be asked to do tasks vs showing initiative

3. Isolating from other members of the team

4. Withdrawing from anything that isn’t 100% necessary

5. Making work harder for team members

These don’t guarantee it’s happening but are things to be aware of.

Before you do anything about this, you need to decipher between the two types of quiet quitting.

1. A "B" or "C" worker doing the bare minimum (quiet quitting)

2. An "A" worker that is burnt out from picking up the slack

You can figure out which of these categories the employee falls into by measuring them against their review and by implementing quarterly reviews instead of yearly reviews.

And most importantly, here are 8 ideas to help you prevent quiet quitting:

1. Have consistent open and honest conversations with staff about their individual expectations, desires and goals

2. Ensure employees of all levels feel like they have a seat at the table, and understand how their role fits into the company's larger mission

3. Make sure they are preboarded and onboarded effectively to create that sense of belonging early

4. Provide consistent learning & development opportunities. People tend to leave (or quiet quit) managers, not companies

5. Give the type of recognition that the employee wants

6. Ask the employees what they want with regards to “perks”

7. Make sure the pay is aligned with the market rate

8. Listen to what your employees are asking for - consistently ask for feedback.

TL:DR:

8 ways to prevent quiet quitting:

1. Conversations about goals
2. Empower your employees
3. Onboard effectively
4. Consistent L&D opportunities
5. Employee specific recognition
6. Intentional “perks”
7. Pay aligned with market rate
8. Constantly ask for feedback

What else have you seen or heard that has worked?

I want to help people get to the point where they don't have to "quiet quit."

Follow along @HarrisFanaroff as I share idea to help you and your employees enjoy work more, and onboard new hires effectively.