Organisational failures can cause detrimental effects on business. These can be anything from managerial problems to product faults; however, one issue is a hot topic at the moment, and that is quiet quitting. 

Quiet quitting is an issue for organisations due to its significant impact on system breakdown, plateauing efforts, stagnating results and culture.

We’ve recently spoken about who is to blame when it comes to quiet quitting; however, in this blog, we’re discussing what causes quiet quitting and how you can prevent it in your team.

Lack of trust

Lack of consistency

Lack of feeling valued

Lack of a sense of belonging

Lack of communication

Trusting employees is critical when building a positive work environment that promotes productivity, loyalty, collaboration, job satisfaction and strong communication. 

When employees don’t feel trusted with responsibilities, they’re likely to ‘check out’ and care less about the organisation they work with. 

Tip: As a manager, create strong relationships with your employees. This can be done by spending more time with them individually and understanding what motivates them inside and outside work. When you know their strengths and weaknesses, trusting them with the appropriate responsibilities can be much easier. 

Consistency is essential for employees to have clarity of expectations, fairness, trust, predictability, and reduced stress. Although consistency is important, not every job role includes as much as others. Consistency doesn’t have to come from day-to-day responsibilities; it can come from regular meetings, catch up and perks. 

Tips: Implement consistency strategies to encourage your employees to manage expectations.

Feeling valued is a critical part of job satisfaction. If people don’t feel appreciated for their efforts, they’re likely to quiet quit or leave the organisation altogether. However, there are many ways you can show you value your team, which don’t have to cost a penny. 

Tip: Simply spending time with your team and giving them your full, undivided attention is one way of showing you care about them and their time. Ask questions and show you’re listening by implementing suggestions. 

People must feel they belong in an organisation to invest their effort, time and expertise. Without a sense of belonging, people are likely to check out, causing potential damage to your culture, team and future.

Tip: Leaders need to show their people that their voice matters. Listening to feedback and implementing suggestions shows people their opinions matter, and their feedback makes a difference towards how you manage people. Without constant improvement, you’re going to lose employees to competitors.

Whether your organisation is making small or large changes, keeping your employees updated with what is going on is essential if you want them to be engaged. However, if you’re hiding critical information or not communicating effectively, people can feel lost and made to feel unimportant. 

Tip: Have a communication strategy to ensure everyone in the company knows about the essential updates. This includes people starting in the team, people leaving, visitors and day-to-day changes. 

If these steps aren’t being taken, you’ll notice the symptoms of quiet quitting creep up in your organisation.