Forbes Coaches Council
Kim Svoboda, CEO of Aspiration Catalyst® featured in Forbes
How To Help ‘Quiet Quitters’ Set Boundaries And Perform At A High Level
Although the media buzz around “quiet quitting” may be relatively new, the concept of unhappy employees barely meeting minimum expectations certainly isn’t. In this new context, quiet quitting means workers only performing the main functions of their jobs, without going above and beyond—and it’s often the result of feeling burned out or underappreciated at work.
A manager who notices an employee seeming less than motivated can take steps to get them reengaged and more motivated to succeed in their role. Below, 15 Forbes Coaches Council members explain how to facilitate the setting of healthy work-life boundaries while still encouraging high performance.
1. Build Trust By Caring About Your Team
Care is an element of trust, and without it, people won’t engage or go the extra mile. If you support your people by caring about who they are, how they feel and where they want to develop, that will not only build the trust for them to share when they’re struggling and need tighter boundaries but also engage them to go the extra mile. - Susan Hobson, Elite High Performance
2. Create A Healthy Work Environment
Managers should treat quiet quitters as individuals who are trying their best and who deserve some respect for that effort. Instead of punishing them (or even pressuring them), managers should focus on creating an environment where employees feel safe enough to set boundaries around their work and personal lives without worrying about being judged or punished by their boss. - Willena Long, Career Boss Academy
3. Assign Tasks Based On Individual Strengths
Quiet quitters are disengaged and feeling hopeless, losing confidence in both themselves and the company. These employees are doing what is expected because they still care about doing their job, yet they don’t feel valued. Take time to assess their individual strengths and competencies, with the intention of assigning tasks that drive performance while acknowledging and reinforcing their value to the company. - Sherre DeMao, BizGrowth Inc