Shayam kumar’s Post

Recently, I gave a talk on the phenomenon of quiet quitting. Quiet quitting isn’t just about employees stepping back; it’s a signal to organizations about deeper issues in the workplace. My analysis pointed out a crucial aspect: people leave their jobs when they feel disconnected from the work they do. It’s not enough for tasks to be manageable; they must be #meaningful. Organizations that succeed in matching job roles with individual passions and capabilities see higher engagement and better talent retention. The takeaway? We must strive to create environments where employees are not just present but are actively thriving. This means understanding their #strengths, fostering their #ambitions, and aligning their daily tasks with what genuinely motivates them. Consider this: How well does your current work culture support this alignment? Are you actively engaging with your employees to understand and nurture their #interests? #Leadership #EmployeeEngagement #QuietQuitting #TalentRetention #WorkplaceCulture

59% of global workers are disengaged at work — known as quiet quitting. For most employees, it's easier to: ↳ Not show initiative to avoid micromanagement, ↳ Never speak up because they know no one will listen, ↳ Avoid taking risks and making mistakes to dodge criticism, ↳ Not share ideas because they feel no one will accept them. To pull employees out of this "quiet mode," leaders must learn to: ⇢ Truly listen, ⇢ Lead by example, ⇢ Stop micromanaging, ⇢ Welcome others' ideas, ⇢ Support employee initiatives, ⇢ Mentor rather than command, ⇢ See mistakes as opportunities to learn, ⇢ Create a safe space for sharing opinions, ⇢ Celebrate team achievements and successes, ⇢ Ask for feedback regularly and use it to improve. The reason for quiet quitting is simple: Employees do the bare minimum at work, because leaders do the bare minimum for company culture. ♻️ Share this post within your network to stop the epidemic of quiet quitting. 😚

Lately, I've been reflecting on what motivates us in our professional lives. While revisiting the insights from Jim Collins' "Good to Great," a thought struck me, it's not just about having the right people on the bus, but also about understanding those who have 'Quietly Quit.' And importantly, as leaders, the patience in waiting for the right people to fill our teams. Quiet quitting, a term that's buzzing in today's corporate world, made me wonder: Are we aligning our roles with what truly motivates us? And as part of a team, are we fostering an environment where everyone feels they're in the right place? Understanding Motivation and Alignment The Right People in the Right Roles: It's essential to have team members who are skilled and passionately engaged in their work. This goes beyond mere job descriptions to finding roles that resonate with one's values and strengths. Patience in Hiring: For leaders, sometimes the best team member is the one you wait for. Rushing to fill a position might solve a short-term need, but waiting for the right fit pays off in long-term engagement and productivity. Recognizing the Signs of Disengagement: Quiet quitting often signals a deeper issue - a misalignment of individual goals with the role or team. It's an opportunity for both self-reflection and organizational reassessment. Creating a Culture of Engagement: Cultivate a work environment that values open communication, recognizes effort, and aligns personal growth with organizational goals. As I work through these ideas, I'm convinced that the key to preventing quiet quitting lies in mutual understanding, alignment, and the patience to wait for the right people. It's about ensuring that every person on the team is not just present but is contributing their best, fueled by motivation and a sense of purpose. I'm curious to hear your thoughts on this. How do you align your personal motivations with your professional role? And how do we, as a collective, ensure that everyone on the team feels valued and aligned with their work? #motivation #hiring #leadership #management #quietquitting #culture

59% of employees are simply "filling a seat and watching the clock," according to a recent Gallup report. Ever heard of "quiet quitting"? It's when employees silently disengage from their roles and eventually leave without causing a stir🤫 While this might seem like a non-issue, it actually speaks volumes about organisational shortcomings. As leaders, it's essential to recognise the role of fostering a positive work environment. - Are we providing meaningful work? - Do employees feel valued and supported? - Are there opportunities for growth and advancement? These are questions leaders must continuously ask. #employeeengagement #workplaceculture #companyculture #quietquitting #employeeretention

Hi Aidan! What is the economic impact of the #quietquitting phenomena on my team? Quiet quitting, where employees disengage and reduce their effort without formally resigning, can have significant economic impacts. The cost can be substantial as productivity decreases, potentially leading to missed deadlines or lower-quality work. 📉 Assuming that #quietquitting reduces productivity by 20% on average across industries, it would equate to a loss of 1,5 million euros annually per 100 employees who are making 5k a month on average. 🔥 Additionally, the morale and engagement of the entire team could be affected, leading to a ripple effect of reduced productivity. As a leader, it's crucial to foster an environment where employees feel valued and motivated. Regular check-ins, constructive feedback, recognition of good work, and opportunities for growth can all contribute to employee satisfaction and prevent #quietquitting. ------- Aidan is Moticheck's AI-powered leadership mentor. Do you agree with Aidan's perspective, or do you have an alternative take on this? 🤔💭 #askaidan #moticheck #leadershipdevelopment #employeeexperience #hrtech 

"Quiet quitting" and "Active disengagement" are buzzing around these days. But, do you know the difference between them? Let's understand: 1) In Quiet quitting employees do the bare minimum to avoid getting fired. Often stems from: Burnout Lack of recognition Feeling undervalued 2) In Active disengagement, employees actively sabotage work or spread negativity. It can be triggered by: Unfair treatment Poor management Toxic work environment Both these issues might be highly prevailing at your workplace. And there are realistic strategies to overcome them: -> Reimagine work style Implement flexible work arrangements to accommodate diverse needs and preferences. -> Inhouse mentorship Pair experienced employees with newer ones to provide guidance and support. -> Meaningful work Assign challenging and meaningful work that aligns with employees' skills and interests. -> Strong leadership Let leaders empower employees to take ownership of their work and make decisions. Hiring a quantity of people to work is not the solution. The end goal is to create a more engaged and productive workforce. PS: What are your thoughts on quiet quitting and active disengagement? - Follow me - Kuunjal Paal ✨ I help corporate professionals build emotional intelligence and leadership skills. DM me for 1:1 coaching, consultations, and corporate workshops. 📌 - #quietquitting #activedisengagement #HR #leadership #coach

Interesting read 😏

SHARE this post within your network to stop the epidemic of quiet quitting. In a toxic workplace, even the most passionate employees will go silent. #quietquitting 59% of global workers are disengaged at work — known as quiet quitting. For most employees, it's easier to: ↳ Not show initiative to avoid micromanagement, ↳ Never speak up because they know no one will listen, ↳ Avoid taking risks and making mistakes to dodge criticism, ↳ Not share ideas because they feel no one will accept them. To pull employees out of this "quiet mode," leaders must learn to: ⇢ Truly listen, ⇢ Lead by example, ⇢ Stop micromanaging, ⇢ Welcome others' ideas, ⇢ Support employee initiatives, ⇢ Mentor rather than command, ⇢ See mistakes as opportunities to learn, ⇢ Create a safe space for sharing opinions, ⇢ Celebrate team achievements and successes, ⇢ Ask for feedback regularly and use it to improve. The reason for quiet quitting is simple: Employees do the bare minimum at work, because leaders do the bare minimum for company culture.

Main takeaway? If you’re in management keep a pulse on the ENGAGEMENT or lack thereof. It will tell you volumes. If you are seeing lack of engagement or silence then I encourage you take stock of what you’re doing. Micromanagement is a HUGE one.