There are very real costs of quiet quitting to companies and businesses — and steps can and should be taken to address it, including documentation and communication, according to job professionals.
EmployBridge chief workforce analyst Joanie Bily and Georgia Republican Rep. Jody Hice weigh in on a report showing a hiring slowdown and inflation hitting small businesses on 'Making Money.'
"When workers’ individual levels of productivity drop and [it] happens for more than one person, the output of the whole organization suffers," said Rosencrans. "That means a potential drop-off in profits, sales or customer satisfaction." A shift in employee behavior also may require the involvement of human resources teams to determine if replacements or additional team members need to be hired, Rosencrans said.This will cost businesses "more time and money due to recruitment efforts, training and additional salaries on their payroll," she also said.
Amid the quiet quitting trend, "for managers to effectively run a business, they need to eradicate the reasons that people are disengaging."Managers can usually sense when someone is consciously disengaging, so it's important to talk to individuals when this behavior shows up, according to Rosencrans.
If a manager suspects an employee has begun"quiet quitting," it is imperative to have an open conversation. A manager should"show compassion and make sure there aren’t personal challenges a worker is facing," advised one HR professional., access to therapy or career advancement opportunities, there should be a tangible deliverable at the end of the process, according to Rosencrans.
The key for HR teams and managers is to be specific by providing clear reasoning and actionable steps for the employee to take. Yet before going down this path, it may be best to reflect on whether this is behavior that the business provoked, said Rosencrans.on what’s causing their disengagement — then follow through with positive action if possible and appropriate," she said.
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