The phenomenon known as quiet quitting has been gaining a lot of attention since the pandemic. It refers to workers who have deliberately decided to do only what is absolutely necessary in their jobs, and no more. It means simply doing the job and not attempting to go above and beyond.
And the financial and insurance sectors are not immune to this trend. According to a recent survey, the number of workers in these industries who said they are trying their hardest to do a good job declined by about 10 percent from 2021 to 2022, although quiet quitting affects only a rather small minority of the workforce.
There appears to be a variety of reasons for quiet quitting. For some, it’s the feeling of being unappreciated at work, for others, it’s an attempt to gain more balance in their lives. It’s also the feeling that companies generally don’t value their workers as they should, and the businesses are simply looking to squeeze as much out of them for as little investment as possible.
What can you do to counteract quiet quitting? Here are a few ideas.
One way to help workers stay engaged and motivated to work hard is by offering them greater flexibility in their jobs. This would include things like job sharing, flexible work time, hybrid work, shorter work weeks, and remote work.
Helping younger employees to prioritize their work is another way to increase motivation. This will help them to avoid becoming overloaded with work, which can lead to burnout. Managers simply need to take a few minutes on a regular basis to help the employee prioritize their assignments and give them some idea of how much autonomy they have to make their own decisions.
Paradoxically, perfectionism can lead to quiet quitting. If someone is a perfectionist, they are never satisfied with the outcome of their efforts, and eventually, begin to wonder if it is worth the effort at all.
Perfectionism can also lead to burnout, which also destroys a person’s motivation. They need to understand that perfectionism is not a good guide for work.
Everyone wants to know how they’re doing and that they matter to the company. Managers need to provide recognition to employees, let them know how they’re doing, and let them know that their work is appreciated and is important to the company.
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