OPINION | Quiet quitting: A new name for an old flame By Hannibal George A. Marchan READ:
Acting your wage or quiet quitting, the behavior of employees to do the bare minimum at work based on their job description, is nothing new. William A. Kahn, the father of employee engagement, defined personal disengagement as employees detaching themselves while doing their work: physically, cognitively, or emotionally. Gallup’s State of the Workplace 2022 Report indicated that 60% of employees worldwide are disengaged.
Quiet quitting can be catastrophic to companies. It is not rocket science that disengagement could result in lower productivity as employees hold back their efforts. Moreover, the lack of commitment may indicate an impending turnover. Furthermore, disengaged employees can dampen the performance and morale of other employees.
First, senior leaders need to incorporate employee engagement in their culture and strategy. Often, companies use annual engagement surveys, create action plans, execute, and finally forget about engagement until the next survey. Engagement just becomes a checklist that needs to be ticked. But enduring and real engagement requires consistently collecting employee ideas and insights through constant feedback loops, and then taking action based on these.
“I was anxious, lonely, and depressed,” narrated Tin. “I usually focus on work discussions during my one-on-one meetings, but at that time, I needed to vent. I knew I could trust my boss to listen and not judge me.”
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