What can employers do around Quiet Quitting:

Quiet quitting is quitting your job with no notice or quitting the idea of going above and beyond.  Per Gallup, 50% of the US workforce make up quiet quitters.

When an employee gives notice, it can be a tough pill for any company to swallow. As the old saying goes, it’s not necessarily the quitting that’s hardest, it’s the quitting without notice that does the most damage. Whether two weeks or two months, employees who leave without any kind of notice put extra stress on their team, and their manager. Of course, sometimes life happens, and people have to quit without notice.   Below are steps and best practices your organization can take:

Employers need to create an inclusive and respectful workplace for all employees. Otherwise, they risk losing some of their best talent to quiet quitting.

1)    Make sure all leaders understand and can demonstrate an interest and conversation about your employees’ career, accomplishments, challenges, and growth opportunities.

2)    Encourage an open dialogue: Nobody wants to have an awkward conversation about quitting, but it’s important that your employees feel comfortable approaching their managers with this news. Encourage open communication and let your employees know they won’t be penalized for giving notice. Transition can be a good thing for the organization and the individual who is leaving.

3)    Offer incentives: Sometimes, a little motivation is all it takes to encourage quiet quitting. Offer bonuses or other incentives for employees who give adequate notice before leaving their position.

Whatever may be the outcome it is important to model kindness, compassion and gratitude.

What are some good examples you have seen employers take regarding addressing “quiet quitting”?