In today’s workplace, we have lots of new terms that have emerged to describe different types of employee behavior. “Quiet quitting” is when an employee disengages from their job and leaves without any notice or fanfare. “Rage applying” is the opposite, when an employee becomes so frustrated with their job that they apply for other positions out of anger. “Quiet firing” is when an employee is let go without any warning or explanation, while “minimal Mondays” refer to employees who do the bare minimum on Mondays and don’t put in the same level of effort as they do during the rest of the week.
Although none of the issues behind these terms are new, these behaviors can have a significant impact on the workplace and the overall success of the organization. When employees are disengaged, they are less productive, less motivated, and less likely to stay with the company for the long term. On the other hand, employees who are highly engaged are more likely to be productive, motivated, and committed to the success of the organization.
So, what can employers do to increase engagement and reduce these negative behaviors? Here are a few suggestions:
Focus on employee development and growth: One of the most significant factors in employee engagement is the opportunity for growth and development. Employees want to feel that they are learning and improving, and that there is a path to advancement within the organization. Employers can provide training and development programs, mentorship opportunities, and career progression plans to help employees feel more engaged and invested in their work. If you don’t know how to help your employees in their professional development, ask them about the opportunities they would like to pursue.
Foster a positive work culture: A positive work culture can go a long way in increasing employee engagement. This includes creating a supportive and inclusive environment, promoting work-life balance, and recognizing and rewarding employees for their contributions. When employees feel valued and supported, they are more likely to be engaged and committed to their work. A simple verbal “thank you” or a handwritten note can go a long way in helping employees feel valued and appreciated.
Communicate effectively: Clear communication is essential in any workplace. Employers should be transparent with their employees about company goals, expectations, and changes. Regular feedback and performance evaluations can help employees understand how they are doing and provide a clear path for improvement. Effective communication can also help prevent misunderstandings and ensure that employees feel heard and valued. Employees may not always like what you have to tell them, but if they know that you’re coming from a place of transparency and authenticity, they are more likely to trust you.
Provide flexibility: Many employees value flexibility in their work arrangements, whether that means working from home, having flexible hours, or having the ability to take time off when needed. Providing these options can help employees feel more engaged and committed to their work, as they have more control over their work-life balance. Even if your industry does not naturally lend itself to remote or flexible work, see how creative you can be and find ways to offer it.
When you focus on taking care of your team members, you can reduce the negative behaviors of “quiet quitting,” “rage applying,” “quiet firing,” and “minimal Mondays.” It takes some time and effort to turn around a workplace culture. The positive impact your workplace will experience when you implement these strategies will be well worth it!
Strategies to Address Quiet Quitting, Rage Applying and More
