Quiet Quitting may have become the burning Tik Tok trend among employees, but employee disengagement that lies at the core of it isn’t a new issue in the business world. The Gallup statistic says that around half of the entire American workforce is disengaged, i.e., prone to quiet quitting. But before you start blaming the Covid era and remote work opportunities, remember that employee engagement marks the lowest ranking in the last ten years.
The fact is that keeping employees satisfied and engaged in their work is one of the manager’s top priorities. So if you’re facing an increased number of quiet quitters in your workplace, better ask yourself what you can do to change these circumstances instead of blaming your “lazy” employees for decreased productivity and profit.
The crucial problem may be that your employees have embraced and adjusted to the remote work model, but you still rely on traditional leadership styles and outdated practices. If you are one of the 48% of business leaders who believe that half of their remote employees are slacking at work or you are using computer monitoring to spy on your employees and pry into their privacy.
While computer monitoring software can be a reliable ally in managing remote teams, you have to use this advanced technology transparently and ethically to make the most of it and keep your employees’ trust.
Here, you’ll find effective ways to enhance your management skills and face quite quitting. These small changes in your leadership style may help you better understand your employees changed needs regarding work so that you can meet them, making your employees motivated to go above and beyond at work.
Change Outlook on Productivity
One of the things that may drive your employees to do the bare minimum at work is your perception of productivity. The most productive employees start to work early and stay late until they tick off countless tasks on their to-do lists.
This unreal expectation will blur the disrupt the balance between work and life, making your employees feel frustrated and overwhelmed with their work.
Instead of evaluating employee productivity by only focusing on the hours, they tend to spend at work, try to monitor their outcomes and the quality results they deliver within work hours. By analyzing the computer monitoring data, you’ll see how they spend their time at work. You’ll find out what tasks and projects they focus on, using different apps and websites. This insight can paint a clearer picture of their productivity and help you identify employees that use their time efficiently.
On the other hand, you may realize that your employees aren’t lazy, but that they may be struggling with specific tasks or projects. You can help them by redistributing portions of their workload or by offering additional support and training to upgrade their skills.
The fresh definition of productivity is working smart instead of hard, focusing on meaningful work, and limiting time spent on work for work tasks that may give your employees a sense of false productivity but don’t contribute to reaching critical goals.
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Set Clear Achievable Goals and Provide Frequent Feedback
Many employees lose motivation for work when they are faced with complex and vague tasks, lacking clear guidance or expectations. Tackling these projects may make them feel overwhelmed and confused, not knowing where to start. This may lead to poor performance and missed deadlines due to your poor project management.
So instead of blaming your employees for inefficiency, try to set clear, attainable goals where every employee will know their responsibilities and expectations. This will help your workers to plan their work effectively, knowing the steps they need to take to reach set goals.
More importantly, if you want to keep your employees on track with their progress, foster delivering objective and detailed feedback whenever you can. Frequent feedback is especially important to Millenials who make up the majority of the global workplace nowadays. This is because they crave constant gratification and they want to celebrate their achievements. They also want to learn more about their weak sides so that they can work on improvement.
Pair delegating clear attainable goals with frequent feedback and you’ll get the formula for open and honest communication that can result in boosted motivation and employee engagement.
Quiet quitting may be the symptom of poor management rather than proof that workers, especially remote ones are lazy. So before you start passing unfounded judgments, requestion your managerial style.
Instead of pushing workers to return to the office, hoping that they would be more productive under your watchful eye redefine your remote management strategies by focusing on quality outcomes, setting clear goals, and delivering frequent feedback.
Computer monitoring software if used transparently and ethically can be of great help in this transformation.