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Have you noticed that some of your team members have had a change of mindset and appear to be doing the bare minimum at work? Are they less enthusiastic than they used to be, leaving work on time and refusing to answer emails outside of office hours? 
They could be practicing the new phenomena of ‘quiet quitting,’ where they are still working for you, but appear to be putting less effort into performing their duties. 
Most of the national media and some websites have been writing about this new buzz word. TikTokkers@zkchillin claim quiet quitting is a rising trend where workers are unsubscribing from the hustle culture mentality, where your work is your life and you risk suffering from burnout. 
During the UK pandemic lockdowns many of us had a chance to work from home and as we had less travelling, we had more time to spend with our loved ones and doing our own thing. 
Now things are moving back to normal in the workplace, you may have spotted a staff member is disengaged or has a reluctance to move things back up a gear. Are they no longer willing to go the extra mile? Are they declining overtime or refusing to take on extra projects? 
The sooner you do something to address the situation the better. As an employer, you don’t want negative attitudes spreading or holding back your business against the competition. 
According to a recent Gallup poll of NHS workers last autumn, only 9% were engaged or enthusiastic at work, and staff morale had dropped to 5.8 out of 10 from 6.1, while staff engagement had fallen from 7.0 to 6.8 read more here... 
After carrying out research, Leading Motion has some suggestions for how employers can cope with quiet quitting. 

Hold regular staff appraisals 

Holding 1-2-1s with your employees is vital in business. There are various management tools that you can use to help you assess your employee’s attitude and mental health, how well they are progressing, what they need to do to improve in their role and how you can set targets to check progress. 

Hold a Wifle 

Wifle stands for ‘what I feel like expressing’ and is aimed at giving staff the opportunity to give an update on work and can be used to assess how well your team is bonding. Everyone gets a chance to speak without interruption. It is recommended to hold a Wifle once a week, see dreamtalent.id/blog/how-to-do-a-wifle-meeting 
Tell your team about your business plans 
If you have plans to grow your business to the next level, it is good to get your staff on board. Let them know about any upcoming new projects and what you will expect from them. Offer them some incentives, to get them behind you. 

Try to boost morale 

Give your team chance to connect and converse with one another by organising a team social. It may offer you the opportunity of talking with them individually in a social setting to find out what their plans are or whether they are planning to move on. 

Get some expert advice 

If quiet quitting is a problem you are having to deal with at the moment, consider getting help from a HR expert or taking on a business coach, before the problem grows and holds back your business. If you need help finding an expert, get in touch, we work with various professionals. 
Tagged as: Quiet Quitters
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