Have you ever noticed some employees merely ticking boxes, their zeal for excellence dimmed, their initiative to go beyond expectations extinguished? It’s not just an absence of passion, but a discernible shift in work culture.
‘Quiet quitting’ became a buzzword during the pandemic, amid the backdrop of the Great Resignation and a motivated labour-rights movement.
What is ‘Quiet Quitting’?
The term ‘Quiet Quitting’ characterises the practice of fulfilling only the contractual obligations of a job, shunning the ‘above and beyond’ once synonymous with career advancement. At its core, quiet quitting is a refusal to allow work to overstep its remit, a response to a hustle culture’s relentless demands.
Alarmingly, a 2022 Gallup poll suggested that over 50% of American workers fell into this category. Closer to home, only 20% of workers in Australia and New Zealand are considered to be thriving in their roles, with a staggering two-thirds showing traits of quiet quitting – present in body, absent in spirit, succumbing to stress and detachment.
The role of Middle Managers
For middle managers, quiet quitters represent an untapped potential for growth and transformation. With the right approach, these employees can become productive team members again. In fact, Gallup’s top-performing clients in Australia boast 67% engagement, aligning with the rate of quiet quitters in the average organisation.
Middle managers are often the bridge between the executive team and frontline employees. Their actions, support, and ability to create an engaging work environment can substantially influence whether employees choose to thrive or quietly quit. Low engagement is closely associated with heightened stress levels, but leaders and managers can make a difference by fostering environments that reduce overall stress levels.
Middle Management: Champions of Change
Within this challenge lies opportunity. Middle managers can turn the tide, converting passive performers into active contributors. They are pivotal, connecting the vision of leadership with the execution by frontline staff. Their influence is profound, capable of nurturing an environment that inspires commitment, rather than resignation.
The ‘GROW UP’ Framework
Our ‘GROW UP’ framework provides a strategic response to quiet quitting:
- Goal-Oriented: Clearly defined objectives
- Responsibility: Embracing ownership of tasks
- Optimistic: Maintaining a positive outlook
- Work Ethic: Demonstrating unwavering commitment
- Understanding: Cultivating empathy within the team
- Professionalism: Upholding standards in every interaction
This framework embodies our ethos – People, Processes, Profit. It’s a call to action, a summoning of ‘Olympic Level Determination’ in every individual.
Take the first step
Acknowledging quiet quitting is just the beginning. By promoting an ethos of continuous improvement and engagement, we can transform workplaces into hubs of progress and achievement.
To understand the landscape better, use our comprehensive assessment tool to help you identify areas within your middle management team that may be susceptible to or experiencing quiet quitting.
As your performance partner, we work with you to support your Middle Managers in their efforts to create winners at all levels. For more information on partnering with us, contact us on 1300 070 951 or schedule a discovery call.
