🤫The 'quiet quitters' trend is on.

A quiet trend: There is a ‘quiet quitting’ trend in the market. The new culprit is a subtle motive to get ready to walk away silently. According to McKinsey and Co, about 40% of workers consider quitting their jobs in the next 3-to-6 months. Why?

The reality: Gone are the old ways of managing companies, like nine to five, expecting employees to fit into a boss’s expectations, all work no play culture. Today, employers need to realize that we are in a community. Employers need employees to run the business and do the job. Decentralization is a key to a successful corporation.

Making that big shift: Is your organization ready to make a shift to the future of work? Considering the Great Resignation is still here to stay, employers and leaders should consider this problem an opportunity to re-assess, re-engage and redefine to solve the current crisis. People are changing new jobs and new roles. But is your organization addressing those factors that led to this change? Let’s take a look at what matters today. Here are hard decisions but necessary moves:

• Offer Job Flexibility: A new trend has recently been born—remote work. The move to remote work and job flexibility may not have occurred if not for the pandemic crisis. While pandemic shutdowns meant quick action to work from home, many employees wouldn’t return to the office full time if restrictions were relaxed. Others can work from anywhere or just four days a week. Some even have secured flexibility around the hours they work. Hint: Some 63% of job seekers called work-life balance a top priority when picking a new job, according to LinkedIn’s 2022 Global Talent Trends report.

• Ditch the toxic culture: Employees feel disrespected by workplace unethical behaviors. A McKinsey report found that the companies in the top quartile of gender diversity were 25% more likely to perform better financially than those who do not practice gender diversity. With the ethnic diversity, a 36% increase in financial performance. The data is clear that the more diverse teams can perform better. Companies can promote diversity, equity, and inclusion (D, E & I) recruiting by harnessing the advantages of candidates from diverse backgrounds.

• Show appreciation: Recognition still plays a massive part in building a healthy culture. All employees want to feel valued for their contributions. A survey shows that 79% of people leave their jobs because they feel unappreciated at work. Look at your current organization’s culture — is it one where employees feel valued? Consider giving positive notes of recognition and encouragement that come directly from senior leaders and direct managers. Verbal appreciation can be equally effective. Recognition could come from peers, managers, or the entire team. 

• Offer professional development: Providing them a tool to develop professionally have found to be effective in showing team members they are valued. Implementing learning and development programs for employees can ensure they are continually being challenged. And help them develop their professional career paths in your organization. Employees who feel valued and see their growth possibilities at an organization will not look elsewhere. When employees find everything they want and need in a company, they won’t need to look at other opportunities.

THE TAKEAWAY

The Millennials and Zoomers have become the dominant workforce. And making the employment demands today with more bargaining power. And with more people demanding flexible work environments and better pay, automation, and technology, it’s no wonder employees are switching jobs. However, employers who take actions to combat the mass departure, such as those discussed in this article, can minimize losing top talents and retain them.

Want to share this newsletter? Invite your friends to sign up here.