Latest / The Kathie Owen Perspective Podcast / 176. Quiet Quitting | The Silent Saboteur

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176. Quiet Quitting | The Silent Saboteur · The Kathie Owen Perspective Podcast

• 0:00
  In today's rapidly evolving work environment, human resources directors, and aspiring corporate wellness professionals face a formidable challenge.
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  Dis engagement.
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  Often this challenge manifests in a phenomenon that's been gaining attention recently.
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  Quiet quitting.
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  This term refers to employees who are technically present at work that mentally checked out, doing the bare minimum required and no more.
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  It's a silent, subtle way of quitting without actually resigning and it's causing headaches.
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  For HR professionals everywhere.
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  So how prevalent is quiet, quitting.
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  And what could be done to combat it.
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  Let's dive in.
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  You're listening to Kathie coaching podcast.
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  I'm your host, Kathie Owen.
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  On this channel, we talk about corporate wellness, reality creation and fitness.
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  So what's it like to work with me?
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  I'm a corporate wellness coach and I have a coaching program.
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  That teaches you these very things.
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  To help you have an engaged team that also incorporates the culture of the team, as well as the wellness of each individual, making healthy, happy teams, one heart at a time.
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  And today we're talking about quiet, quitting.
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  What is it and how it affects engagement in your corporate wellness programs and how corporate wellness can actually save the day.
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  The rise of quiet, quitting, what the numbers say quite quitting is not just a catchy term.
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  It's a real issue with serious implications for workplace culture and productivity.
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  According to a recent Gallup survey, 51% of employees in the United States can be classified as not engaged.
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  A polite way of saying they're doing just enough to get by without actively contributing to their organization success.
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  Even more concerning is the finding that 13% are actively disengaged.
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  13% are actively disengaged, meaning they might be spreading negativity and reducing morale among their peers.
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  These statistics are a wake-up call for companies aiming to be a top workplace and retain top talent.
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  When employees are disengaged, the ripple effects can be catastrophic.
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  Productivity drops, innovation stalls, and the overall workplace atmosphere becomes toxic.
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  HR directors and corporate wellness professionals must address this issue head on.
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  Or risk losing their best employees to competitors who can offer more engaging and fulfilling work environment.
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  Before diving into solutions it's essential to understand why quiet quitting happens.
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  Contrary to popular belief it's not just about laziness or a lack of work ethic.
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  Quiet quitting is often a symptom of deeper issues within the workplace, including burnout, lack of recognition, poor leadership, and a disconnect between employees values and their company's mission.
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  Let's discuss burnout.
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  The world health organization officially recognized burnout as an occupational phenomena in 2019.
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  Describing it as a syndrome resulting from chronic workplace stress that has not been successfully managed.
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  Employees experience some burnout or more likely to disengage and quietly quit.
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  And there's lack of recognition.
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  Employees who feel their hard work goes unnoticed or unappreciated are prime candidates for quiet quitting.
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  Recognition is a powerful motivator and its absence can lead to feelings of resentment and apathy.
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  And then poor leadership.
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  Leadership plays a crucial role in shaping workplace culture.
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  When leaders fail to inspire, communicate effectively or provide support, employees are more likely to disengage.
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  And then a values disconnect.
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  Employees who feel their personal values do not align with their company's mission may find it hard to stay motivated.
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  This disconnect can lead to a gradual withdrawal of effort and enthusiasm.
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  Understanding these underlying causes is the first step toward addressing quiet, quitting.
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  That's why I said before we dive into solutions, it's essential to understand why quite quitting happens.
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  It's not about forcing employees to work harder.
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  It's about creating an environment where they want to give their best.
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  Enter corporate wellness programs an often under utilized yet incredibly effective tool in the fight against quiet quitting.
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  Corporate wellness programs are designed to support employees, physical, mental, and emotional wellbeing, creating a more engaged and motivated workplace.
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  Here's how they can help.
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  Reducing burnout through stress management.
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  Corporate wellness programs that include stress management workshops, mindfulness trainings, and access to mental health resources can be game changers for employees teetering on the edge of burnout.
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  By providing tools and resources to manage stress these programs help employees maintain a healthy work life balance.
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  Reducing the likelihood of quiet, quitting.
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  For example, implementing a mindfulness program that teaches employees how to manage stress and stay present can significantly impact their engagement levels.
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  When employees feel supported in managing their stress, they are more likely to remain motivated and committed to their work.
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  Fostering recognition and rewards systems.
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  Recognition is a key component of any successful corporate wellness program.
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  Whether through employee recognition, programs, wellness challenges with rewards, or simply celebrating wellness milestones.
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  Acknowledging employees efforts can read night, their passion for their work.
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  Consider incorporating a wellness champion initiative where employees who actively participate in wellness programs are recognized and rewarded.
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  This not only boosts their morale, but also sets an example for others, creating a culture of recognition and appreciation.
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  Enhancing leadership and communication.
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  Corporate wellness programs can also include leadership development, and communication training, ensuring that managers and leaders have the skills they need to engage and inspire their teams.
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  When leaders are equipped with the tools to communicate effectively and lead with empathy, they can prevent the disconnect that often leads to quiet, quitting.
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  Workshops on emotional intelligence, active listening, and feedback can help leaders understand their team members needs better.
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  Fostering a more supportive and engaging work environment.
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  A well-trained leader who can recognize early signs of disengagement and take proactive steps to address them is invaluable in preventing, quiet quitting.
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  So there's also aligning company values with employee wellness.
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  A successful corporate wellness program should align with the company's mission and values ensuring that employees feel a sense of purpose in their work.
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  This alignment can be achieved by incorporating wellness initiatives that reflect the company's core values and by encouraging employees to participate in activities that resonate with their personal values.
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  For instance, if your company values community service, you could organize wellness events that involve volunteer work or charity runs.
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  By connecting wellness programs with the company's values, employees are more likely to feel a deeper connection to their work and the organization as a whole.
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  So, how do you implement a corporate wellness program that effectively combats quiet, quitting?
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  Great question.
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  Here's some steps to get you started.
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  Assess your team's needs.
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  Begin by conducting assessments to understand what your employees need and want from a wellness program.
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  This could.
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  include surveys, focus groups, or one-on-one interviews.
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  The goal is to create a program that is tailored to your specific workforce, addressing their unique challenges and desires.
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  Number two, create a comprehensive wellness plan.
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  Once you have a clear understanding of your team's needs, develop a comprehensive wellness plan that includes physical, mental, and emotional wellness components.
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  Ensure that the program is accessible to all employees, whether they're working on site or remotely.
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  Number three promote and encourage participation.
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  A wellness program is only as good as its participation rate.
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  Promote the program through various channels, such as company-wide emails, intranet posts, and team meetings.
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  Encourage leaders to lead by example, participating in wellness activities and promoting them within their teams.
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  Number four monitor and adjust.
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  Finally, regularly monitor the effectiveness of your wellness program and make adjustments as needed.
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  Collect feedback from employees and track participation rates and engagement levels.
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  This data will help you refine your program over time, ensuring that it continues to meet the needs of your workforce.
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  So in conclusion, quiet quitting as a silent saboteurs of workplace engagement.
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  But it's not an insurmountable challenge.
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  By understanding the root causes of disengagement and implementing a well-designed wellness program.
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  HR directors and aspiring corporate wellness professionals can turn the tide.
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  These programs, not only address the physical, mental, and emotional wellbeing of employees, but also foster a culture of recognition, support and alignment with company values.
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  The result a more engaged, motivated workforce and a stronger, more resilient workplace culture.
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  Remember the goal is not to just keep employees from quitting.
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  It's to make them excited to stay with the right approach your company can become a top workplace where quiet quitting is a thing of the past.
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  Let's create a culture where employees are not just surviving, but thriving, contributing to their best success.
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  Of the organization.
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  All right.
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  That's my episode for today.
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  I trust that you found that helpful.
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  If.
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  you know, someone who could benefit from this, please share it with them.
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  And until next time I will see you next time, peace out and Namaste