Quiet Quitting Quote Eva Stock
The silent termination is not quite so quiet. Most employees complain about problems or give signs that something is going wrong. However, these are overlooked or not taken into account.
From Joachim Diercks’ point of view, it is “above all issues of how we deal with each other that can lead to quiet quitting – communication that lacks appreciation, a lack of transparency and inclusion, or simply the neglect of basic virtues such as honesty, friendliness and reliability.”
Stefan Schneller adds, “the lack of recognition of work results, a lack of appreciation for the work of employees, especially when there is a perceived lack of career advancement, a toxic team culture prevails, and when routine and under-challenge are a permanent state.”
According to Marcus Reif, "people feel good when they are involved and embedded in a team. This network connection is crucial. The feeling of making a difference is the second component. Of course, the effectiveness of leadership plays an important role. Old-fashioned leadership styles, command & control and micromanagement quickly change the mood and motivation." According to Marcus, this creates a triangle of network, value contribution and leadership, which essentially influences motivation.
triangle of motivation
Source: Interview with Marcus Reif
A Capterra study from 2022 confirms how important networking is at work. Having a good relationship with colleagues is the third most important factor influencing job satisfaction after pay and job security. Furthermore, 68% of employees say it is important to have friendships or other close social relationships at work.
What should managers and HR managers take with them and which software helps
Have honest employee conversations: It is important to schedule regular 1:1 and feedback conversations with employees and ask them about their well-being. Companies should address problems openly and promote an honest company culture.
Recognize work results through praise: This can be done in private conversations, but also in meetings in front of the entire team. Incorporating shout-outs into meetings is a good way to show employees appreciation.
Invest in company culture: Especially in hybrid work environments, companies need to actively ensure that employees come together. This can be done at a team lunch or after-work drinks where colleagues can socialize.
Don't micromanage: Especially in times of home office, managers quickly sweden telegram data feel like they are losing track of all the tasks of their team members. Trust instead of control is the key word.
software tips
Employee recognition programs help employees feel engaged and valued at work. Software helps capture and organize employee feedback and enables continuous performance management and personalized learning.
Task management software helps employees organize their tasks, meet deadlines, and communicate within the team. Employees can organize tasks and times themselves, while managers can assess the workload and redistribute it if necessary.
Corporate wellness software helps companies create and manage health improvement programs for their employees.
Stefan and Eva summarize the signs of internal resignation for us. Of course, the occurrence of these issues can also have other causes. Therefore, it is important, especially as a manager, to identify these characteristics, track them and address employees about their individual situation.
Causes of internal resignation
Source: Interview with Eva Stock and Stefan Scheller
Joachim explains that "managers can actually see this clearly in a decrease in performance or commitment. The problem with quiet quitting is that it often results from a lack of attention to the person in question. The manager responsible probably doesn't even notice that the person has mentally said goodbye. I think it's extremely difficult to turn things around here - it usually requires a very special effort and in many cases probably a new manager."