The phrase "Quiet Quitting", or "quiet leave", is probably no longer strange to brothers and sisters working in the field of HR - HR administration and business managers.
After the crises caused by the Covid-19 pandemic have gradually passed, trends focused on employee benefits such as Quiet Quitting, The Great Resignation and Bare Minimum Mondays (the second day is less difficult) seems to be gradually sinking. This silence may be making recruiters and HR managers feel more confident, feeling that they are finally in control, but the difficulty is not over.
Although the wave of "revolt" of personnel is gradually showing signs of "cooling down", surely in every organization, every business, there are always employees who want to continue "Quiet Quitting". So how should HR managers deal with this "problem"?
In this article, let's 1C Vietnam immediately learn 7 strategies to help leaders "revive" the morale of employees who are on the verge of "Quiet Quitting", to turn them into "Quiet Winning". !
"Quiet Quitting" is a term in the HR and recruitment field that refers to a situation when an employee is dissatisfied with his or her job and begins to lose interest in the job, but instead When they quit their job suddenly, they continue to work without commitment and make a positive contribution to the business, as if they have mentally quit. This can lead to poor performance, increase turnover, and affect overall team morale. A "silent layoff" is an informal leave of absence that is not publicly announced, and usually does not cause a stir within the organization.
“Organizations can improve job development opportunities, internal training programs, discussions,” says Abraham Gonzales-Pollick, VP of Client Development at Vensure Employer Services. about career paths and employee benefits, but the game changer is the root reason why people want to stay at the company. Once you have identified your root cause and have developed a strategy to act accordingly, you will increase your chances of success in retaining employees.”
According to Gallup's latest research, in every business today, only about one-third of employees are fully engaged in work and nearly 20% of employees are on the verge of "silent leave". It sounds like a difficult problem, but the HR department is completely in control of the situation with methods of internal cohesion in the business, increasing motivation for employees.
1. Help employees understand their importance in the business
According to research from BetterUp Labs, employees who find meaning in their work are more productive, work harder, stay with the company longer, and are willing to turn down higher salaries at the company. other.
Jacinta Jiménez, PsyD, Vice President of Innovation Coaching at BetterUp and author of The Burnout Fix, says: “People are at the heart of business success — people are vitally important to businesses. —but leaders can often fall short when it comes to the meaning and purpose of each position.”
One way to help employees better realize their importance in the business is to connect the individual work of each employee with the impact that work has on the growth of the organization. Leaders should regularly help employees see and understand how their day-to-day tasks affect the company, colleagues, and customers.
2. Reset goals and clear vision for employees
Employees who tend to "quiet leave" are often those who feel they are no longer connected to the company. They work more superficially, choosing to forget their work purpose and the overall vision of the company.
It's time for the HR department to reset all of that and "boost" the morale of HR.
“Businesses should share a common vision and goals that everyone should work towards. In addition, businesses should also review the tools, resources and processes to help people get the job done most effectively,” said Deputy Director Gonzales-Pollick. “Training programs and employee engagement activities should also be continuously developed and renewed, helping businesses communicate with employees more actively and deeply, and clearly indicate whether they are developing or facing difficulties. at what point.”
Mr. Gonzales-Pollick added: “The HR department should record information about what HR knows or understand about the main focus goals for the month, and also note the difficulties HR is facing each month, each phase." “The goal here is to make sure people feel valued, feel like they belong in the business, and feel that they are having an impact on the future of the organization.”
3. Strengthen internal training
Employees who are not engaged with the business may also lack many activities to improve their skills, knowledge, and develop their personal careers. This is the golden time for businesses to provide employees with more learning opportunities so that they can return to the game in the most positive form.
According to Mr. Gonzales-Pollick: “Many studies have shown that the key to motivating employees is to create opportunities for them to learn and develop their careers. The training programs and activities that can be implemented vary from organization to organization and from person to person, so it is important for businesses to create a close feedback loop between management and employees. to ensure there aren't any gaps between the two, and help the organization quickly address what HR says they need.”
But be aware: Some HR may not want to take advantage of learning opportunities. Forcing these individuals to participate can lead to them becoming even more frustrated. However, make sure all employees understand that a lack of career growth can directly affect their personal careers.
4. Show respect to personnel
In addition to determining the importance and goals of the job, "quiet quitters" may also need to know that they are recognized, not "hidden" in the business. The fairest assessment and fairest recognition should come from the direct manager, because they are the ones who know best what their team is doing.
In the words of Dr. Jiménez: “The HR department as well as the business leadership should ensure that they regularly see and appreciate the contributions of their employees. Management may also consider appropriate times to proactively demonstrate recognition to personnel. A concise commendation via email to the entire company or a compliment to individuals for their efforts at the end of each meeting will help employees feel appreciated, and want to contribute more for the common good. organization's."
5. Drive achievement
An integral part of employee motivation is achievement.
Dr. Jiménez says: “Achievements are more personal ownership than corporate recognition, as it means employees feel their work has a direct contribution to their success. organization."
Direct management can help employees achieve more positive results by sharing how to solve problems, providing advice and direction to help employees achieve their goals most effectively. According to Dr. Jiménez: “Actively listening, encouraging and being a voice for your team are effective ways to help employees consistently achieve good results.”
6. Encourage staff to take responsibility
Human resources cannot feel attached to the business if they themselves do not have a little responsibility to the company. In order to feel closely connected, employees need to feel responsible for the business, just enough that they feel like giving, but not so much that the work becomes a heavy burden on their shoulders.
If the enterprise does not have standards for assessing the level of engagement between employees and the company, the human resources department can ask employees to self-assess the level of attachment from the subjective point of view of each individual. If HR assesses that their level of engagement is at a low level, or HR is still very enthusiastic about the job but simply wants to participate more actively in the company's activities, the department HR can encourage HR to adopt the following advice, given by Octavia Goredema, a career-oriented expert and author of Prep, Push, Pivot: Essential Career Strategies for Underrepresented Women, in the journal Harvard Business Review:
7. Set limits
“Keep in mind that there will always be cases where HR has completely given up on the desire to stay with the business. Or some personnel are really not aligned with the organization's future goals and vision, no matter how good the leadership or management is or whether your organization has taken steps to integrate and what a great place to work,” said Mr. Gonzales-Pollick. In such cases, the HR department and business leaders may consider dismissing them, or transferring them to a more suitable position.
It is not easy to be a human resource manager in this day and age, especially when people are becoming more and more complex and elusive. However, now with the help of technology, HRMs no longer have to "suffer the battle" alone. Solutions such as 1C:HRM & Payroll automatic payroll and human resource management software will help HR departments and business leaders monitor the HR situation closely and comprehensively from interview to resignation. only on one screen. With 1C:HRM & Payroll "assistant", businesses can closely record all personnel information, thereby offering the most effective and practical internal development strategy, optimizing management, saving money and saving money. save costs and limit operational risks for the organization.
Contact 1C Vietnam today for the most detailed advice, and get ready to turn “quiet quitters” into “quiet winners”!