Chelsea Nicole Writes

Sample: Quiet Quitters

          It’s the newest buzzword and the latest trend. The New York Times, Time Magazine, and CNN are reporting on one topic affecting big business: quiet quitting. What is it? And is it harming your business? If so, how do you address it?
It originated in China in 2020. Employees burnt out from the pandemic, 60-hour work weeks, and impossible deadlines began taking a step back in the office. They showed up at the beginning of their shifts, accepted only the responsibilities they were contracted to perform, and left as soon as it was time to clock out. They then shut off all messaging apps until they returned to work.

          Gen-Z adopted the trend and gave it a new name: Quiet Quitting. It's a misnomer, as these workers aren’t quitting. They’ve just reevaluated their lives and adjusted to create a healthy work-life balance.

          Most are just quietly setting boundaries. They want to do their jobs well while supporting their mental health. They’re evaluating their mentality and changing to separate their office life from home.

          With the COVID pandemic, more people are working from home than ever (69% as opposed to pre-pandemic 23%, according to a study done by Pew Research Center; https://www.pewresearch.org/social-trends/2022/02/16/covid-19-pandemic-continues-to-reshape-work-in-america/) and separating work from home life has become essential. With 24/7 messaging capabilities across multiple apps, it can feel like you’re never really off the clock. Making sure you take real, meaningful time away from work means you can return the next day ready to give it your all. Zane’s blog discusses how LoopingBack helps your company prioritize communications to create a healthy work/life balance.

          Creating a healthier work/life balance doesn’t meanquiet quitting is all good. Some employees become so disengaged that it affects productivity. Going above and beyond isn a founding concept of the American work ethic. We’re a nation of go-getters, so how do we encourage our employees to go get?
The most dedicated employees will disengage if they feel their best ideas are ignored or aren’t getting credit. Real issues could fall on deaf ears or don’t make it far enough up the food chain to become actionable.

          Having and respecting a chain of command is essential. You can’t have everyone from the mail room to customer support running to you with issues and ideas. Good leadership involves delegating tasks to capable individuals. But sometimes, we need to sit in the cubicle with the new guy to gain perspective on how best to support him in his role.

          So, if John in cubicle 23-A is performing lower than in the past, how do you, as a CEO, engage him? We talk about the Voice of the Employee, but are we hearing them? Will they feel seen after answering a 10-question, multiple-choice survey with an optional text box at the bottom?

          LoopingBack offers an innovative solution for companies wanting to know their staff’s needs. Our platform allows you to send a company-wide loop asking for feedback from its most valuable asset, the employees. We offer sincere engagement within your company to get honest, actionable feedback.
There’s a good chance that the solution to your company’s biggest problem is sitting in cubicle 23-A. But they won't speak up if they don’t feel trusted or heard. They certainly aren’t going to feel a desire to go above and beyond.

          Give your employees the voice they need through an occasional, well-scheduled loop and plenty of response time to make their most significant ideas and concerns feel heard. Then, let LoopingBack sort and filter through the responses, prioritizing them so you can make positive changes to your business.