In today's work atmosphere of "quiet quitters" and uncertain market conditions, it's important to get a pulse of potential employee overload and how staff members may be feeling about their job. In particular, the youngest workers may be even more withdrawn if they don't feel connected in the workplace.
Oftentimes, a leader may not recognize the issues right away, so it's best to keep an open dialogue running to determine the root cause of an employee's dissatisfaction and how it can be resolved.
Below, 16 Forbes Human Resources Council members discuss additional best practices for improving relationships with disengaged or disgruntled employees.
Members pictured from left to right.
Photos courtesy of individual members1. Develop A Communication Strategy
Quiet quitting is often caused by quiet leading. When leaders don't take the time to build authentic relationships with their teams and don't have a communications strategy that shares company values and reminds workers of the "why," employees can lose sight of the big picture. The simple act of checking in personally and professionally can go a long way to making teams feel appreciated. - Michael Held, LifeSpeak Inc.
2. Be Open And Transparent
Leaders can build relationships and understand the quiet quitter by being open and transparent and encouraging the employee to do the same. This creates a culture of trust where the manager and employee can have an open dialogue and try to get to the root cause of the issue. - Joana Oliveira, KeyData Associates
3. Schedule Weekly 1:1 Meetings
The most valuable relationship builder (and rebuilder) is the scheduled weekly one-on-one meeting. It is in those meetings that leaders build relationships, learn about their people and identify early shifts that may indicate disengagement or distraction. People need to be seen, valued and appreciated. These 1:1 meetings build the relationships that foster that connection. - Nicole Roberts, Forta
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4. Go On A Listening Tour
As leaders, we work for our employees, not the other way around. Take a step back from your day-to-day tasks and put them first. How? Meet them one-on-one to ask what you need to stop, start or continue to do as a business and as a leader. Ask them if they have the right resources and the right tools to do their best work while also being engaged at work. Be there for them and listen. - Sophia Nardelli, Bath Fitter
5. Foster Employee Engagement And Growth
Leaders should focus on retaining emotional connections with their employees, especially when employees are working remotely. You must maintain regular, ongoing communication and set the expectation that employees are involved. Engage with them by asking questions and encouraging them to grow as individuals. Often, for these types of employees, feeling valued will lead to providing value. - David Tripp, Sage Dental
6. Have A Constructive Dialogue To Ignite Renewed Motivation
In today’s workplace, it’s challenging to keep staff regularly engaged, but employers can learn what’s causing a lack of attention and how to reignite it. When employers engage staff through constructive dialogue, feedback and goal setting while also communicating a clear link between performance and pay, employees become more engaged with their work, more trusting of their employer and more motivated. - Tanya Jansen, beqom
7. Express Your Thanks For Employee Contributions
Whether you call it quiet quitting, acting your wage or passive productivity, this trend signals employees are less engaged. The best thing employers can do is simply thank their people. Institutionalize recognition so employees feel valued and acknowledged by their team. Creating a recognition program invigorates employees in a sustainable way, continuously combating disengagement at its root. - Jennifer Reimert, Workhuman
8. Treat 1:1s Like Stay Interviews
Treat every 1:1 with your team members like a stay interview. Some companies schedule annual stay interviews, but once a year is no longer adequate. By asking your employees if they are happy often, you will be able to discuss any potential problems before they arise long before an employee becomes disengaged or disgruntled. - Kim Pope, WilsonHCG
9. Address Concerns Immediately
These issues can be difficult to recognize as they can manifest in a number of ways. However, if leaders detect problems, the only solution is through open and honest communication. Not all employees will be willing to reengage, but by speaking with those whose work quality or output may be suffering, leaders can determine the source of the issue, whether it’s fixable and how best to move forward. - John Feldmann, Insperity
10. Identify Business-Wide Patterns
“Quiet quitting” can result from a culture that discourages work-life balance or encourages toxic behavior. When employees disengage en masse, leaders should conduct a cultural audit, acknowledge problems and act on the feedback. However, a single disgruntled worker may not reflect widespread issues. Investigate the employee’s complaints, identify any business-wide patterns and respond accordingly. - Niki Jorgensen, Insperity
11. Use Feedback To Evolve Work Culture
I can’t say enough about the effectiveness and simplicity of listening, responding and reporting back on changes you’ve made. In order to reengage employees, you'll need to respect their experiences. You can’t honor how they move through your company without actively listening to their concerns, and you can’t build trust again without using that information to evolve your culture. - Ursula Mead, InHerSight
12. Invest In Your Team's Well-Being
Transparency and communication are key. While "quiet quitting" is trending, so is "quiet firing." Nothing dismantles and disengages a team more than a fearful culture. Intentional "how are you?" conversations, outside of workflow, keep the pulse and authentically invest in your team's well-being. - Britton Bloch, Navy Federal
13. Find Out How To Be More Supportive
Asking open-ended questions that show that you care and are there to support the employee is critical to breaking down barriers and getting to the heart of what is causing an employee to feel disengaged. Starting a conversation with, "I feel something is off and that I may not be supporting you in the best way possible. What can I be doing better to help?" is a great place to start. - Carrie Berg, Teladoc Health
14. Foster Two-Way Communication
A break in the two-way communication chain could lead to a lack of understanding. Leaders are not on the frontlines and cannot see everything all the time. Leaders need to first identify some of the factors that are causing their employees' pain points and address the easy problems quickly. Evaluate and discuss solutions through active listening. The solution to every problem will reveal itself if you ask the right people. - Cynamon Voe Scott, DuploCloud Inc.
15. Monitor For Potential Employee Overload
Often, "quiet quitting" is a synonym for "I just want to do my job and not a bunch of extra stuff." Leaders should pay close attention to their employees' workloads and priorities to make sure they aren't overloading their people to a point where they stop trying because there's just too much going on. Work-life balance is on everyone's mind right now, so talk about it and accommodate as needed. - Tracy Cote, StockX
16. Offer To Provide Mentorship
Disengaged workers need to feel a renewed sense of esprit de corps with peers and they need mentoring. Since the pandemic, younger workers have felt significantly less cared about and have received fewer development opportunities. The importance of camaraderie and mentoring is vital, especially to our youngest workers who are the most prone to withdraw if they are unable to connect. - Heide Abelli, Boston College
