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Combatting the "Quiet Quitting"

‘Quiet quitting’ isn’t really quitting, but it is forcing employers to adapt. What it mean is that employees are holding the employers to account for their job descriptions. The phrase — which isn’t actually intended to lead to a resignation — exploded into the popular lexicon last week when a TikTok video went viral

Topics

During this episode I talk about the following topics:

  • What “Quiet Quitting” actually is
  • Why it has occurred
  • Why “quiet quitting” is not actually a bad thing
  • How to help your team members not need to “quietly quit.”

Transcript

The ah years everywhere, how’s everyone doing it is your chief leadership officer, scotland, correct the

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and we’re live. We’re live in our free facebook group

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leadership, skills for managers to be leaders, not bosses, and thanks for tuning in thanks for tuning in live. If you watch this live on, the live stream feel free to give me a drop it in the comments below. Let me know where you’re watching from her

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who you are, or whatever you feel like doing,

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but today tonight, wherever you are in overhauled, were talking about the quite quitting phenomenon. That’s going on around and we’re gonna talk about what it is why it’s occurred, why it’s actually not even a bad thing and that mace

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this sounds strange to you and then finally we’re going to talk about how to help your teams to your team members. I should say to understand it: they don’t need the quite quick anyway and we’ll give you some tea at

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actionable tips and advice out there. So if you’re watching live, feel free to, let me know what your thoughts are. I am watching the comments below and give me the thumbs up. Thor things that resonate with you alright, so let’s talk about this whole quite quitting thing in the first place

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and

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it the it comes from a tiktok video. Actually that went viral in essentially what is it actually isn’t quitting at all,

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rather we’re getting back to the old quitting time. Seeing you see quite quitting is actually all about holding people to their job, description and or hours of work and expecting people to stay within those late

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haynes and not do more than what is asked of them in the first place. When you get hard on, that’s it,

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that’s what this whole quite quitting thing is all, but in there this has gone on before this is not the first time that we’ve seen such a

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movement. I’ll call it you see quite quitting word to work was another one that was up. There worked the word or something along those lines.

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You see it in union movements all the time where it’s the

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work, the rule. So I e, where you only do the work that is covered by the rules of the organization

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and so on so forth. So is it really something new? I would argue no, no, it’s not, but it’s definitely something that is coming up, because we’ve gotten into this hustle mentality and hustle culture and working ourselves, work work, work, work, work

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and, ultimately

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what people are feeling is the feeling empty feeling alone and they have no connection because they believe there is no work. Life balance. So now, what’s happening is this: you know quote unquote new phenomenon coming out of quiet, quitting and bass. Good people are just

00:03:48

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clocking in when you know their time is up or when all of our tasks are done or not doing anything extra. They are not really going above beyond or not chasing that next carrot per se, so on and so forth. For these reasons why it’s actually occurred and the first places people are getting tired

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of that wholesale culture, they’re getting tired of feeling, like a number to the organization, digging tired of having no work, life, balance and feeling empty inside as they go through their work day.

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So,

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as I’ve said, therefore, people are actually you know just not doing it and it’s not necessarily a bad thing right. Let’s think about this.

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If people are, you know, leaving work, they’re, not communicating after hours, they’re doing what’s expected of them and nothing more. What you’re going to get is actually less burnout

00:04:54

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but as well. What we as leaders and I’m going to get to the managerial side of leadership here, is that we can have a look and see okay, jane and joe. There are done their jobs. They have no nothing left to do today and it’s only one pm. We still have another four

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our hours to go

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so, do I have their tasks aligned properly in the first place and that’s something as leaders. We need to be constantly doing it’s something. I’ve done just recently with my team in that I’ve actually completely changed all the teams, work, descriptions and what’s expected of them, and so on so forth, because things just didn’t lie

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know well,

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so that’s actually a good thing, no less out, because people are you know going around and working themselves. Essentially, death not argue actual good reason is that you get more creativity when people have more free space, more free time, building

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to actually think and they’re not constantly under the gun of pressure are enabled to be creative,

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they can think more. They can trial different things. They can do whatever they get more. Creative and creativity is a great thing to have in any organization, because it enables people to bring new ideas forward, which could in turn

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you don’t drive your profits, make things more efficient, more effective, whatever happy right, but creativity is something that every organization needs. No matter where you work, I don’t care okay,

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okay, so that

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is why it’s actually not really a bad thing.

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Now, let’s talk about how you can stop your team members from quietly quitting in the first place. Okay- and my suggestion to you, too, is to have conversations with your team members, especially if you notice those who are quietly quitting

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one check in on them. They made sure that there’s nothing going on that you need to be aware of. Maybe they have family trouble at home. You will have that your pride for details or anything but check in on them, see if there’s something up that is either distracting them or keeping them away from work, etc. If the answer is no and are simply,

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you know what this is what’s expected me and I’ve done what’s expected of me awesome.

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The problem is: is that when times get tough, when you are team, members go above and beyond, and I’ve talked with this on my podcast many times right.

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So this is where we as leaders need to step in and sure team members that they don’t need to quietly quit. Rather, we need give and take okay.

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So the first step you need to do to combat the quietly quitting is have a connection with your team and have your team have connections with each other and the best way to do that is simply getting away from your desk.

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I cannot tell you how many times I have to coach leaders on getting away from their deaths every morning.

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Do my best spent my first thirty minutes, maybe a little bit less, maybe a little bit more, but roughly thirty minutes not doing work for rather getting out and talking to my people and it’s not about work, but rather how is their evenings? How was your weekend

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and how was their family doing so on so forth? What hobbies they’ve been working on? I’m trying to get my you know my team members at a more deeper level. It’s not simply business. We spent

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a third of our day on average at work, the other third, you should be spending sleeping

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and then the final third is all the other stuff

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think about it.

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Work is only reserved for work stuff and you spend a third of your time.

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Only focus on that. How are you going to build those bonds you going to build those connections, you’re not to get away from your desk,

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inspire motivate and enable your team to

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to get together and discuss things and be present with one another? Okay, fine opportunities find ways to go for team lunches or breakfasts. Is I I actually like? Okay, the break bread have evenings out so on so forth enable those

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okay. Maybe you do something like a walking meeting regret and you walk together and do some kind of team, bonding exercise and building exercise. The moral of the story is these things are important to me like scott.

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What’s that got to do it quietly quitting, because when people feel connected, they won’t quit on each other.

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If I am done my job and I connected with jane and nicey jane is struggling, she has a lot on her plate. I will not go well, not my dreams. My job description, jane, sorry, go ahead and sync here, no, I am connected with jane I’m going to go in and help her to go

00:10:45

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a about the on. What’s expected me and take care of her, you need to build those relationships and those relationships do not come from clocking at nine clocking out of five and only discussing work topics

00:11:07

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now. Another reason why people quite we quit

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and I didn’t really get into it- is you know the whole work life balance.

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People have lives right. We all have lives. Obviously,

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and one of the biggest things is: is most people work nine to five monday to friday,

00:11:27

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but for all working monday to friday nine to five? How can anything get done in our personal lives by by new couch and delivery? Call, it company calls me up and they go hey. Your coach is ready, we’re going to deliver it tuesday between the hours of nine and five, which is kind of delivery. Timing, windows,

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yeah.

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There are many employers that their say: hey. You have to take the day off,

00:11:56

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we’re now in never been so much situated in an amazing environment to enable people not to have to take that day off

00:12:08

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instead. Something I do all the time is, allow my team to work from home for that time. For that day, so yeah don’t take the day off work from home. I know you’re me doing things get at it, you’ll get at it from home

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and basically enable flexibility. So this is one of those. You know very tactical things. Tangible things you can do is your environment, where you’re, enabling, where you’re enabled to enable people to work from home, then allow them to work from home when they have life things going on

00:12:41

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and that’s going to inspire them not to quietly quit on you.

00:12:46

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The other thing is: if you work in an environment where you know not service in your industry, fully understand, you can’t do this, but in other places who cares if they show up at nine twenty or if they show up at nine o five or as they leave at four forty, five or four fifty, so on so forth,

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I often use the phrase used, but don’t abuse with my team

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mean I don’t care what time they show up at their expected to be there for nine to four. For us, I don’t care if they show up nine ten, I don’t care if they show up at nine thirty heck. I don’t care if they show have a ten thirty or leave at three.

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I don’t care. What I care about is them getting the things done that they needed to get done,

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but scott, you know, isn’t that quietly quitting there know what I’m doing is enabling didn’t have flexibility with their lives to take care of things before they show up.

00:13:48

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That will enable connection with your team members, okay, because you’re showing them the flexibility and then in turn one day, you’re going to ask them for that flexibility, back

00:14:02

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you’re, adding deposits to the trust and the balance p banks. One day you may have to withdraw.

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But if you explain this to your team, you know what

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they’ll understand

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that leaves. The gym is how you combat the quiet, quitting build that connection. You show them the flexibility, you show them grace, you give them the tools that they need to be able to live their lives, but at the same time provide two

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ooh. You, your team and your organization,

00:14:48

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and that is going to help you combat it. And a final thing I should say is: this: is all wrapped up with an understanding of the greater cause that you’re achieving

00:14:59

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people understand the greater cause that you’re achieving that you’re going after

00:15:06

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they will not just mailed in a male backup

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if they are connected with that cause again back to that connection bit and they understand it,

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they’ll go above and beyond. What’s required,

00:15:23

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that’s it lays giant. Thank you for tuning in for everyone to tune in live. It’s great to see you all. Thank you again, love you all and if you need more check out, the website lead, don’t boss, dot com feel free to reach out to me direct. I am here for you and, of course, the mastermind community. If you haven’t checked that out yet please

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he’s too.

00:15:46

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It is a great community that we have there or we get together weekly and we discuss topics just like this in this week live or you real time. What we’ll be doing it actually is reflecting on the past quarter and leading organizations, so that is the mastermind feel free to reach

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to me. If you want more information, just reach out to me, if you have any questions at all and until next time remember is always lead, don’t boss take care now.

 


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