Quiet Quitting Part II: “How do I support my team in this redefinition and still achieve the outcomes expected of them?”
As a leader you may be worried that embracing Quiet Quitting may create a loss of productivity or a “status-quo” environment. We get it. And guess what? That may happen. But you and YOUR team members can work together to create a better, more engaging and fulfilling experience for everyone.
AS A LEADER…
Look for and discover common ground with your employees.
Do what you say you’re going to do.
Say what you’re going to do.
Celebrate, show gratitude and appreciation for others and what they bring to the table.
Review everyone’s compensation. Are they fairly compensated (within the team, with the org, within the market)? If not, advocate for them.
Review the workload for each person; understand the time lapse for that amount of work. If it’s excessive and has been for a while, it’s time to adjust.
Model and support well-being and balance.
If someone does leave, complete an exit interview, or have your HR partner complete one with the individual. This information can be gold to you as a leader as you work to create the best environment for your team to thrive.
AS A TEAM…
Draft a team purpose statement. Why are we here, why should we care?
Clarify the expectations of each role on your team. Be open to redefining the roles within your team.
Define and set team goals and individual goals – discuss how work ties to the organizational goals. 3-5 each. No more because when everything’s a priority, nothing is a priority.
Define what teamwork looks like.
Define what team connection looks like.
Complete a Stop-Start-Continue exercise. This exercise is about creating capacity, removing roadblocks, and agreeing as a team on how the work gets done. It’s a great way to see what’s working and what’s not and align on what needs to evolve 1, 2, 3, etc.
Create a team contract (‘rules of engagement so to speak) for how the group wants to engage|interact with each other. Chances are that if your team enjoys working with each other, there is a higher probability of individuals engaging more and contributing to the greater good of the team.
KEY TAKE-UP-WAYS
In a nutshell…
Believe in the humans you lead. Do I care about my employees and what happens to them? And, I mean do you really, honestly care about these people? If not, let’s talk. Perhaps—plot twist!— you’re Quiet Quitting. Because based on what we believe, and what many experts out there tell us, this is a crucial element in being an effective leader. #priceofadmissiontotherole
Be curious. Talk to them about work AND life. Seek to understand vs being understood. Ask more questions, and then listen. Being heard and seen is a basic human need and creates the feeling of belonging which leads to engagement—a goal for all leaders of people.
Engage your team as partners and co-creators of new ways of working. This effort does not—and honestly should not—fall to just you. There’s an African proverb that says, ’If you want to move fast, go alone. If you want to go far, go together.’ Going together, not only will you get further, but it’ll also be more fun.
There are many a-ways to engage and connect with your team. Download our free tip sheet to create and improve team engagement. You are in choice (no, not “in charge”) of how you engage and connect. In fact, you’re in choice of whether you choose to engage period. We highly recommend you do, because if not, Quiet Quitting more than likely will progress into actual quitting. Unless being blind-sided sounds fun, we suggest taking proactive steps to a new way forward. #alwayslearning
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Download our Activity Sheet to create and improve team engagement!
