As Greg Rosalsky and Alina Selyukh so perfectly put it in a recent NPR article, “Quiet quitting…, is not really about quitting. It's more like a philosophy for doing the bare minimum at your job.” In this same article, they also rightfully suggest that ‘quiet quitting’ may be the wrong term for what we are seeing en masse right now. I agree. In fact, corporate coasting is a better term—though what we are seeing is not the same corporate coasting that has always been around forever, it’s more. Market uncertainty, coupled with drastic shifts in work-life balance, has left many more professionals feeling unmoored, confused, and anxious. Regardless of what we call it—how do we turn it around? To begin:
Incentivize Goal-SettingGoal setting should start before the hiring process begins by determining what success looks like across key milestones. This should be carried through the onboarding process and with specific check in points along the way. When members of the team don't know what is expected of them or what they are working towards, it is easy for them to become disengaged and lose motivation. A Fall 2022 Gallup Survey suggests the solution lies in managers dedicating 15-30 minutes each week to every one of their team members:
When team members feel their opinions and ideas are not being heard or valued, they often feel disconnected from the company and their work. To combat this, employers should create opportunities for team members:
Finally, it's important for leadership to create a positive work culture. When team members feel valued, appreciated, and respected, they are more likely to be motivated and engaged in work. Appreciation can take many forms:
Want help combating corporate coasting? Let us know, 360 can help.
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