Quiet quitting is THE new trend of the moment on social networks, yet this phenomenon of silent resignation is nothing new. So where does this phenomenon come from? What’s behind it? And what can you do about it? That’s what we’d like to take a look at together!
👋 Let’s understand the new generations…
🤫 The real problem behind Quiet Quitting!
👉 How can you tell the real from the fake?
💝 3 solutions to motivate your troops!
(To read the first two chapters of this article, visit our weekly HRMISSION! Our ultra-functional and effective newsletter is already helping more than 5,000 HR professionals and managers deal with their day-to-day issues, with pragmatic resources).
👉 How can you tell the real from the fake?
How can we tell the difference between real workers and work hypochondriacs? How can we identify those who really need help and those who hide behind excuses not to get the job done?
We recently found advice on social networking sites on how to “identifying people at risk” using these signs, for example:
👉Does not attend meetings,
👉Reduced productivity,
👉Less contribution to team projects,
👉Lack of passion or enthusiasm,
👉Lack of motivation…
These signs would be indicators of whether a person is at risk of Quiet Quitting. So, yes, these elements can indeed be markers, but how can we know if a person is Quiet Quitting out of real suffering, or if it’s just a person who doesn’t really want to work!
And let’s ask ourselves this question: are these indicators really reliable? Aren’t they (in most cases) subjective and poorly measured?
Then, aren’t there just two indicators to track that could cover all these points? Motivation and personality!
So, to distinguish the true from the false, it all starts with recruitment, and then develops through management.
#1 – By recruiting the right people:
Those who are truly motivated by the mission and its tasks, you reduce the possibility of ending up with Quiet Quitters.
You can recruit people who are by nature more inclined to persevere in the face of obstacles, for example, or to go beyond prescribed tasks.
By including managers in your recruitment processes, you can reduce casting errors, creating more effective and fulfilled teams right from the start.
#2 – Management that offers more responsibility
of trust and communication: let’s not forget, according to a Gallup study, one in two people have admitted to leaving their job to escape a bad manager. It’s also one of the reasons why many employees lose motivation. We’ve chosen to make our managers aware of these issues, to avoid Quiet Quitting and a drop in motivation.
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But let’s not forget that there are many degrees of dissatisfaction: we’ve all experienced downsizing, a drop in motivation, moments of doubt and questioning. The most important thing is for the company and its managers to be aware of this, and to offer their staff real support over time.
💝 3 solutions to motivate your troops!
We agree: it’s all theoretical. That’s why we’d like to put it into practice! Here are 3 pragmatic and highly effective solutions to motivate your teams!
#1 – Developing an agile internal mobility process.
Offering your employees a clear and agile internal mobility process means giving them the opportunity to develop within your company. But it also sends a strong message: your company believes in its talents and wants to develop them!
It’s one of the solutions that has already proved its worth: in fact, if you’d like to discover all the benefits of good internal mobility and how to achieve it, we recommend our brand-new Mobility Guide (out soon).
Is one of your employees already demotivated?
Talk to him about his career path, offer him mobility or find ways to help him achieve his ultimate goals through clear, achievable tasks.
#2 – Include psychometric questionnaires in your recruitment process.
By basing your pre-selection on elements such as soft skills, measured using objective, unbiased tools, you can access the real potential of your candidates and employees. This will enable you to recruit people who naturally have the right motivation and personality for the job. In this way, you can reduce casting errors, turnover and the risk of Quiet Quitting.
For example, Pret A Manger uses AssessFirst in its recruitment process, increasing employee commitment by 43%. Watch the Youtube video (sound in French)
#3 – Give managers real data to track.
As you can see, managers have a central role to play in the face of Quiet Quitting and resignations. Faced with such responsibilities, we have chosen to raise awareness and include our managers in the recruitment process. Without forgetting to provide them with objective information on their employees: elements which will enable them to better support their teams, communicate more effectively and better understand the specific nature of each human being.
Is one of your employees already demotivated?
👉 make sure your managers have established trusting communication,
👉 that the workload is realistic,
👉 there are appropriate limits to work-life balance,
👉 that managers are made aware of how to manage stress in their teams.
We understand that each company has its own highly specific context. That’s why our solutions can be agile and adapted to each situation. Remember, to reduce the risks of Quiet Quitting and Great Resignation: everything hinges on employee motivation and commitment, and above all on communication. A valued and committed employee will be much more successful and fulfilled.
