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Improving Employee Engagement

This employee connection seminar focuses on engagement. Danny Nelms of The Workplace Institute will share a disruptive but simple approach to challenge the status quo in this hyper-competitive job market.

Today, it is necessary for employers to engage their employees, rather than expecting employees to engage on their own. This is especially true in this new era of "quiet quitting" (see article below).

How “quiet quitting” is affecting the workplace

Increasingly, some U.S. workers are "quiet quitting," a term that refers to a phenomenon in which employees still perform their job duties but no longer go above and beyond. While employees say they're simply setting boundaries, new research by the SHRM Research Institute shares that more than half (51 percent) of HR professionals are concerned about the negative impact of quiet quitting, while 1 in 3 agree that people managers at their organization are concerned. But despite the growing apprehension among HR professionals, fewer (36 percent) are reporting that quiet quitting is actively occurring within their organization.

Of HR professionals who do report that their organization is experiencing quiet quitting, 3 in 5 (60 percent) say their organization's culture enables this behavior, with qualitative data revealing management issues (e.g., lack of engagement, communication issues, poor people management) and remote and hybrid work (e.g., poor supervisor support, lack of accountability) as common themes affecting workplace culture and encouraging quiet quitting.

"With a slowing economy, employers can't afford to have employees loudly or quietly quit," said Johnny C. Taylor, Jr., SHRM-SCP, SHRM president and chief executive officer. "Organizations must ensure they have strong, healthy cultures that are communicated clearly to their employees. Employees who are culturally-aligned will thrive; those who aren't happy with their organization's culture and way of work should find more ideal employment."

Of HR professionals concerned that quiet quitting will negatively impact their organization, many believe it will decrease employee morale in the workplace (83 percent), decrease employee productivity (70 percent), or decrease the quality of employee work products (50 percent). In addition, of those who report that their organization is experiencing quiet quitting, nearly 3 in 4 (72 percent) say they are witnessing the Millennial (26-41 years old) employee population quiet quit within their organization.

Source: Society for Human Resource Management.

Edited from WCI's HR Answers Now ©2022 CCH Incorporated and its affiliates. All rights reserved.