{"id":7126,"date":"2022-09-28T14:10:36","date_gmt":"2022-09-28T18:10:36","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=7126"},"modified":"2023-12-11T11:55:18","modified_gmt":"2023-12-11T16:55:18","slug":"connect-with-your-employees-to-stop-turnover-quiet-quitting","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/connect-with-your-employees-to-stop-turnover-quiet-quitting\/","title":{"rendered":"Connect with Your Employees to Stop Turnover and \u2018Quiet Quitting\u2019"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"\u201cQuiet quitting\u201d might seem like just another TikTok trend, but this social media phenomenon has a sting behind all the buzz. The number of disengaged workers \u2013 especially younger workers \u2013 is rising rapidly and leaders need to act soon, before \u201cquiet quitting\\'\\' evolves into actual quitting. In a recent survey, Gallup found that at least 50% of the U.S. workforce is psychologically detached from work, with younger workers reporting significantly declining job satisfaction since 2019.\u00a0 Jim Harter, chief scientist for Gallup\u2019s workplace and well-being research, writes that the decline in employee engagement is \u201crelated to clarity of expectations, opportunities to learn and grow, feeling cared about, and a connection to the organization\\'s mission or purpose -- signaling a growing disconnect between employees and their employers.\u201d\u00a0 In other words, younger workers want their jobs to align with their personal values; they want their bosses to care about their professional growth and personal challenges; and they want reasonable workloads so they can clock out on time and spend time with their families and friends. \u201cNowhere in the \u2018quiet quitting\u2019 trend are people saying they don\\'t want to be challenged,\u201d says Katie Gaebel, Director of People and Culture at The Diversity Movement (TDM). \u201cWhat they\\'re saying is, \u2018We\\'ve said we want these things. We\u2019ve said we want to be stretched and seen fully. Our supervisors aren\\'t responding to that, so we\u2019re just going to tap out.\u2019\u201d Sure, \u201cquiet quitting\u201d is a lousy message designed to rile people up, but if you dismiss the underlying frustration expressed by all the #quietquitting posts, you risk losing talented employees and undermining productivity and morale in the staff who remain.\u00a0 But if instead, you use the buzz surrounding this trend as an excuse to check in with your employees; communicate their value to you, the team, and the company; and express leadership\\'s commitment to diversity, equity, and inclusion (DEI), the \u201cquiet quitting\u201d trend will silently pass you by. Attitude is important, not time at work First, It\u2019s important to note that disengaged workers can come in early and stay late, and engaged employees can leave on time. The issue isn\u2019t the number of hours worked, it\u2019s the attitude of workers while they are on the job.\u00a0 \u201cEmployees can still have a good sense of belonging within an organization and still want to finish their work and go home at the time that their day is supposed to end,\u201d says Sarah Morgan, CEO at BuzzARooney and Director of Equity & Inclusion at Humareso, a human resources consulting firm.\u00a0 She also hosts the Leading in Color podcast, which offers guidance on cultivating intentional, positive workplace experiences and environments. Engaged, happy employees are 13% more productive, delivering the equivalent of more than 20 extra hours of work a month. Engaged workers make the effort to collaborate with colleagues, innovate, and solve workplace challenges. Unhappy, disconnected employees are not only less productive, but if they are actively disengaged \u2013 complaining at work or shirking their responsibilities \u2013\u00a0 their dissatisfaction can create conflict with colleagues and undermine team cohesion.\u00a0 That\u2019s why it\u2019s vital for leaders to build trust and a foundation of open communication with employees, before problems arise. So, when there are concerns, employees and managers can resolve them together. However, if a manager avoids these tough conversations, small problems can fester and grow. \u201cMy hope would be for individuals to feel happy and engaged in the work that they\\'re doing, and if they\\'re not, they would vocalize that in a productive way, so as an employer, we can address it,\u201d Sarah says. \u201cBut, a lot of times, employers are afraid to ask why employees are feeling dissatisfied, because they don\\'t want to hear the response, because they\u2019re not prepared to respond to it. And so they just skip the conversation and label people as lazy.\u201d \u2018Quiet quitting\u2019 and privilege And just because someone\u2019s performance isn\u2019t suffering, it doesn\u2019t mean they feel engaged and connected to their work. Some workers might not feel empowered to show their dissatisfaction, because they want to guard their reputation as a hard worker. \u201cThere is a privileged aspect to the phenomenon of \u2018quiet quitting\\' that is important to name,\u201d Sarah says. \u201cIf you\\'re a person with a traditionally marginalized identity and you\u2019re trying to advance within a company or industry, then \u2018quiet quitting\u2019 is not going to work for you, because that behavior will create a negative view of you.\u201d\u00a0 But if someone isn\u2019t working in their chosen field, she continues, then they might feel safe to disengage at work and do the bare minimum. For example, a young Black man might work as a teacher\u2019s assistant to pay the bills while he pursues his dream of becoming a professional musician. He has fewer privileges than a White male counterpart, however, he\\'s still \u201cquiet quitting.\u201d Both of these scenarios demonstrate why leaders need to initiate regular conversations about workplace goals and be open to honest conversations. Leaders need to encourage honest conversations TDM\u2019s Katie Gaebel says those honest conversations \u2013 and the trust-building \u2013 begins with the employee\u2019s first day on the job. Several basic questions for new hires can help establish psychological safety: How do you like to receive feedback? How do you give feedback? Have you ever been asked for feedback from a manager before?\u00a0 This last question is important because the employee might have suffered retaliation or other negative consequences in the past for expressing criticism, and may be reluctant to trust their supervisor. \u201cPsychological safety at its core is that feeling of being able to step into a workspace and voice dissent, voice their opinion, and not feel fear of retribution,\u201d Katie says. Ongoing conversations can help leaders and their team members get to know each other in a meaningful way. This means going beyond an employee\u2019s job description and a leader\u2019s expectations. Both parties need to spend time getting to know each other as individuals. \u201cSometimes it feels like we don\\'t have time,\u201d Katie says. \u201cBut what we actually don\\'t have time for in our organizations is the turnover, and the rehiring and the process of finding someone new to replace someone who\\'s left.\u201d Established structures in an organization help everyone acclimate to these conversations. This could be as simple as creating a 15-minute weekly meeting with each person who reports to you. Annual reviews can also be a valuable tool, but only if they are used to check progress on goals and aspirations, not as part of workplace compliance efforts.\u00a0 Ensuring that professional growth is a prominent part of the annual review process is another great way to engage employees, especially if they have been at the company for a while. Even if the employee doesn\u2019t have a firm goal, supervisors can ask questions like: What can I do to challenge you? What skills or knowledge do you have that I\\'m not fully using? How can we utilize those skills more?\u00a0 \u201cThose are very, very basic questions that create a sense of belonging, and they tell me that my supervisor wants to trust me, and I can trust them in return,\u201d Katie says. \u201cYou\\'ll see that that level of trust creates more innovation. So all of a sudden, people are coming to you and saying, \u2018I have this idea.\u2019\u201d Younger employees want more than a salary Workplace belonging and values alignment are especially important to younger workers, millennials and Gen Z, which is one reason this cohort is reporting greater levels of disengagement at work. \u201cGen Z wants to show up fully and holistically in the workspace,\u201d Katie says. \u201cThey want to be acknowledged for their skills and for their knowledge, even if they\\'re in their 20s. And the idea of \u2018quiet quitting\u2019 points back to the workplace not creating a space that recognizes each individual in all of their wholeness.\u201d She links engagement with belonging, and disengagement to employee turnover; \u201cquiet quitting\u201d is a prelude to actual quitting.\u00a0 \u201cI fill my day talking to people who are currently employed,\u201d says Will Barfield, President & CEO of recruiting firm Barfield Revenue Consulting. \u201cThe message overall, when I\\'m talking to people who are looking to transition, is \u2018My employer is not meeting my personal needs. My employer is not hearing me. This work\/life situation is not conducive to what I desire.\u2019\u201d Organizations need to lead with values Workers have been emboldened by the strong job market and the social change that has unfolded over the last two years, Will says. Younger people want more than a salary from work, and they are seeking companies whose missions align with their personal values. \u201cIn the conversations that I have as a recruiter, Millennial and Gen Z candidates are leading with questions about the DEI policies, benefits, remote work, and family,\u201d he says. In order to attract, keep, and engage Gen Z and millennial employees, companies need to be upfront with their values and mission, and they better be backing DEI, Will says. And, those values have to be part of an organization\u2019s daily workplace culture.\u00a0 If flexibility is one of your company values, then you should be offering alternative schedules and options to work from home. If diversity is part of your mission, you should be prepared to show data about hiring trends and to discuss your company\u2019s DEI council.\u00a0 \u201cWhen it comes to trying to attract talent in the millennial and Gen Z space, it really is leading with messaging: Here\\'s who we are as a company. This is our overall mission. This is our internal culture. Here\\'s how we take care of our people,\u201d Katie says. Sharing an authentic message and the BAYADA Way At BAYADA Home Health Care, the company\u2019s enterprise-wide communications program is driven by The BAYADA Way, which expresses the company\u2019s mission, vision, values, and beliefs.\u00a0 \u201cSharing our values around BAYADA\u2019s comprehensive diversity, equity, and inclusion initiatives helps employees feel like they belong, demonstrates that the company is accepting of people\u2019s differences, and reinforces the values described in The BAYADA Way,\u201d says Joe Wendover, Director of Diversity, Equity, and Inclusion at BAYADA. The home health care company provides skilled nursing, rehabilitative, therapeutic, hospice, habilitation, behavioral health, and assistive care services to clients nationwide. BAYADA employs over 28,000 clinicians as well as office and support staff who work from more than 390 locations across 24 states. While employees are focused on caring for their clients, enterprise communications help them understand that they are also part of something bigger. Employees can learn about the company\u2019s long-term strategy, operational and process changes, recognition programs and contests, scholarship and educational opportunities, rewards and benefits, industry updates and advocacy, upcoming events, and personal news including promotions, weddings, or the birth of a child.\u00a0 Also, to help make the tenets of The BAYADA Way a part of every action and interaction at BAYADA, the company shares a Key Action of the Week every Monday with all office employees in the company. This exercise encourages employees to come together at the local level for group activities and thought-provoking conversations that connect their daily work to the values of compassion, excellence, and reliability.\u00a0 \u201cSeveral times throughout the year, the Key Action of the Week focuses on a DEI initiative, allowing employees to discuss and debate difficult topics, explore their biases, and open their arms and hearts to each other,\u201d Joe says. For example, in February, employees were encouraged to actively listen and learn about the history, needs, and concerns of their Black colleagues while advocating for them in the workplace and community. Teams identified ways they could be more intentional about creating a safe and welcoming workplace atmosphere, like adding a personal \u201cgetting to know you\u201d question to Key Action of the Week discussions. This gave people the opportunity to share their backgrounds, experiences, and feelings. Employees have to do more than complain But the responsibility for worker engagement isn\u2019t completely on the organization or supervisor. Workplace relationships function best when employees trust their boss and can ask for what they need to be successful and productive. If an employee feels disengaged, they have a responsibility to advocate for themselves. Employees also should have enough self-awareness to know if their personal values align with the company culture, Katie says. \u201cIf I value flexibility, and I apply to a company that wants me in the office from 8 a.m. to 5 p.m., is that going to work for me?\u201d\u00a0 Since the pandemic, more and more workers are asking versions of that same question: Is my job working for me? Remote and hybrid workers have thrived thanks to increased workplace trust, personal autonomy, and better work-life balance. But now that many employers are insisting that workers come back into the office, workers are resisting. And, as we\u2019ve seen, younger, more socially aware workers are demanding that organizations be more responsible, sustainable, and diverse.\u00a0 \u201cThere needs to be a shift in the workspace,\u201d Katie says. \u201cWe need to respond to the trends that are happening in the Great Resignation, and the trends from Gen Z. It\\'s our responsibility now in the workspace to create a culture that says, \u2018We hear you and this is how we\\'re going to respond with action.\u2019\u201d If you could use help engaging your employees in meaningful conversations, whether about \u201cquiet quitting,\u201d professional development, or workplace trust, the experts at The Diversity Movement can offer meaningful, timely suggestions. Contact us and we can help you cultivate a more engaged, productive, and happy workforce \u2013 starting today. 10 Ways to Fight Quiet Quitting and Connect with Your Team Today Download the Guide Amber Keister is a Content Writer and Editor at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">\u201cQuiet quitting\u201d might seem like just another <\/span><a href=\"https:\/\/www.tiktok.com\/@zaidleppelin\/video\/7124414185282391342?is_copy_url=1&amp;is_from_webapp=v1&amp;item_id=7124414185282391342\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">TikTok trend<\/span><\/a><span style=\"font-weight: 400;\">, but this social media phenomenon has a sting behind all the buzz. The number of disengaged workers \u2013 especially younger workers \u2013 is rising rapidly and leaders need to act soon, before \u201c<\/span><a href=\"https:\/\/www.wsj.com\/articles\/if-your-gen-z-co-workers-are-quiet-quitting-heres-what-that-means-11660260608\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">quiet quitting<\/span><\/a><span style=\"font-weight: 400;\">&#8221; evolves into actual quitting.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In a recent survey, Gallup found that at least <\/span><a href=\"https:\/\/www.gallup.com\/workplace\/398306\/quiet-quitting-real.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">50% of the U.S. workforce<\/span><\/a><span style=\"font-weight: 400;\"> is psychologically detached from work, with younger workers reporting significantly declining job satisfaction since 2019.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Jim Harter, chief scientist for Gallup\u2019s workplace and well-being research, writes that the decline in employee engagement is \u201crelated to clarity of expectations, opportunities to learn and grow, feeling cared about, and a connection to the organization&#8217;s mission or purpose &#8212; signaling a growing disconnect between employees and their employers.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In other words, younger workers want their jobs to align with their personal values; they want their bosses to care about their professional growth and personal challenges; and they want reasonable workloads so they can clock out on time and spend time with their families and friends.<\/span><\/p>\n<figure id=\"attachment_6753\" aria-describedby=\"caption-attachment-6753\" style=\"width: 300px\" class=\"wp-caption alignleft\"><img decoding=\"async\" class=\"size-medium wp-image-6753 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/07\/Katie-300x208.png\" alt=\"Katie Gaebel headshot\" width=\"300\" height=\"208\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/07\/Katie-300x208.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/07\/Katie-600x416.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/07\/Katie-768x532.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/07\/Katie.png 1001w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/208;\" \/><figcaption id=\"caption-attachment-6753\" class=\"wp-caption-text\">Katie Gaebel<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">\u201cNowhere in the \u2018quiet quitting\u2019 trend are people saying they don&#8217;t want to be challenged,\u201d says Katie Gaebel, Director of People and Culture at The Diversity Movement (TDM). \u201cWhat they&#8217;re saying is, \u2018We&#8217;ve said we want these things. We\u2019ve said we want to be stretched and seen fully. Our supervisors aren&#8217;t responding to that, so we\u2019re just going to tap out.\u2019\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sure, \u201cquiet quitting\u201d is a <\/span><a href=\"https:\/\/podcasts.apple.com\/us\/podcast\/quiet-quitting-a-real-concern-or-media-manipulation\/id1450385591?i=1000580142097\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">lousy message designed to rile people up<\/span><\/a><span style=\"font-weight: 400;\">, but if you dismiss the underlying frustration expressed by all the #quietquitting posts, you risk losing talented employees and undermining productivity and morale in the staff who remain.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But if instead, you use the buzz surrounding this trend as an excuse to check in with your employees; communicate their value to you, the team, and the company; and express leadership&#8217;s commitment to diversity, equity, and inclusion (DEI), the \u201cquiet quitting\u201d trend will silently pass you by.<\/span><\/p>\n<h2>Attitude is important, not time at work<\/h2>\n<p><span style=\"font-weight: 400;\">First, It\u2019s important to note that disengaged workers can come in early and stay late, and engaged employees can leave on time. The issue isn\u2019t the number of hours worked, it\u2019s the attitude of workers while they are on the job.\u00a0<\/span><\/p>\n<figure id=\"attachment_7127\" aria-describedby=\"caption-attachment-7127\" style=\"width: 200px\" class=\"wp-caption alignleft\"><img decoding=\"async\" class=\"size-medium wp-image-7127 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/sarah-morgan-8-200x300.jpeg\" alt=\"Sarah Morgan headshot\" width=\"200\" height=\"300\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/sarah-morgan-8-200x300.jpeg 200w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/sarah-morgan-8-600x900.jpeg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/sarah-morgan-8-683x1024.jpeg 683w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/sarah-morgan-8-768x1152.jpeg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/sarah-morgan-8-1024x1536.jpeg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/sarah-morgan-8.jpeg 1200w\" data-sizes=\"(max-width: 200px) 100vw, 200px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 200px; --smush-placeholder-aspect-ratio: 200\/300;\" \/><figcaption id=\"caption-attachment-7127\" class=\"wp-caption-text\">Sarah Morgan<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">\u201cEmployees can still have a good sense of belonging within an organization and still want to finish their work and go home at the time that their day is supposed to end,\u201d says <\/span><a href=\"https:\/\/www.linkedin.com\/in\/sarahkayemorgan\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Sarah Morgan<\/span><\/a><span style=\"font-weight: 400;\">, CEO at BuzzARooney and Director of Equity &amp; Inclusion at Humareso, a human resources consulting firm.\u00a0 She also hosts the <\/span><a href=\"https:\/\/leadingincolorpodcast.libsyn.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Leading in Color<\/span><\/a><span style=\"font-weight: 400;\"> podcast, which offers guidance on cultivating intentional, positive workplace experiences and environments.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Engaged, happy employees are <\/span><a href=\"https:\/\/www.ox.ac.uk\/news\/2019-10-24-happy-workers-are-13-more-productive\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">13% more productive<\/span><\/a><span style=\"font-weight: 400;\">, delivering the equivalent of more than 20 extra hours of work a month. Engaged workers make the effort to collaborate with colleagues, innovate, and solve workplace challenges. Unhappy, disconnected employees are not only less productive, but if they are actively disengaged \u2013 complaining at work or shirking their responsibilities \u2013\u00a0 their dissatisfaction can create conflict with colleagues and undermine team cohesion.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That\u2019s why it\u2019s vital for leaders to build trust and a foundation of open communication with employees, before problems arise. So, when there are concerns, employees and managers can resolve them together. However, if a manager avoids these tough conversations, small problems can fester and grow.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cMy hope would be for individuals to feel happy and engaged in the work that they&#8217;re doing, and if they&#8217;re not, they would vocalize that in a productive way, so as an employer, we can address it,\u201d Sarah says. \u201cBut, a lot of times, employers are afraid to ask why employees are feeling dissatisfied, because they don&#8217;t want to hear the response, because they\u2019re not prepared to respond to it. And so they just skip the conversation and label people as lazy.\u201d<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8874 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png\" alt=\"TDM Library. Your one-stop-shop for update DEI Resources. Explore with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h2>\u2018Quiet quitting\u2019 and privilege<\/h2>\n<p><span style=\"font-weight: 400;\">And just because someone\u2019s performance isn\u2019t suffering, it doesn\u2019t mean they feel engaged and connected to their work. Some workers might not feel empowered to show their dissatisfaction, because they want to guard their reputation as a hard worker.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThere is a privileged aspect to the phenomenon of \u2018quiet quitting&#8217; that is important to name,\u201d Sarah says. \u201cIf you&#8217;re a person with a traditionally marginalized identity and you\u2019re trying to advance within a company or industry, then \u2018quiet quitting\u2019 is not going to work for you, because that behavior will create a negative view of you.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But if someone isn\u2019t working in their chosen field, she continues, then they might feel safe to disengage at work and do the bare minimum. For example, a young Black man might work as a teacher\u2019s assistant to pay the bills while he pursues his dream of becoming a professional musician. He has fewer privileges than a White male counterpart, however, he&#8217;s still \u201cquiet quitting.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Both of these scenarios demonstrate why leaders need to initiate regular conversations about workplace goals and be open to honest conversations.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-7128 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-950680094-1024x683.jpg\" alt=\"Bored executive wasting time playing with reminders at office\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-950680094-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-950680094-scaled-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-950680094-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-950680094-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-950680094-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-950680094-2048x1365.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<h2>Leaders need to encourage honest conversations<\/h2>\n<p><span style=\"font-weight: 400;\">TDM\u2019s Katie Gaebel says those honest conversations \u2013 and the trust-building \u2013 begins with the employee\u2019s first day on the job. Several basic questions for new hires can help establish psychological safety: How do you like to receive feedback? How do you give feedback? Have you ever been asked for feedback from a manager before?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This last question is important because the employee might have suffered retaliation or other negative consequences in the past for expressing criticism, and may be reluctant to trust their supervisor. \u201cPsychological safety at its core is that feeling of being able to step into a workspace and voice dissent, voice their opinion, and not feel fear of retribution,\u201d Katie says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ongoing conversations can help leaders and their team members get to know each other in a meaningful way. This means going beyond an employee\u2019s job description and a leader\u2019s expectations. Both parties need to spend time getting to know each other as individuals.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cSometimes it feels like we don&#8217;t have time,\u201d Katie says. \u201cBut what we actually don&#8217;t have time for in our organizations is the turnover, and the rehiring and the process of finding someone new to replace someone who&#8217;s left.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Established structures in an organization help everyone acclimate to these conversations. <\/span><span style=\"font-weight: 400;\">This could be as simple as creating a 15-minute weekly meeting with each person who reports to you. <\/span><span style=\"font-weight: 400;\">Annual reviews can also be a valuable tool, but only if they are used to check progress on goals and aspirations, not as part of workplace compliance efforts.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ensuring that professional growth is a prominent part of the annual review process is another great way to engage employees, especially if they have been at the company for a while. Even if the employee doesn\u2019t have a firm goal, supervisors can ask questions like: What can I do to challenge you? What skills or knowledge do you have that I&#8217;m not fully using? How can we utilize those skills more?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThose are very, very basic questions that create a sense of belonging, and they tell me that my supervisor wants to trust me, and I can trust them in return,\u201d Katie says.<\/span><span style=\"font-weight: 400;\"> \u201cYou&#8217;ll see that that level of trust creates more innovation. So all of a sudden, people are coming to you and saying, \u2018I have this idea.\u2019\u201d<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-7132 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-1189301950-1024x682.jpg\" alt=\"Two happy business colleagues at meeting in modern office interior. Successful african boss in a conversation with young employee in boardroom. Marketing team of two businessmen discussing strategy in meeting room.\" width=\"1024\" height=\"682\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-1189301950-1024x682.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-1189301950-scaled-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-1189301950-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-1189301950-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-1189301950-1536x1023.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-1189301950-2048x1365.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/682;\" \/><\/p>\n<h2>Younger employees want more than a salary<\/h2>\n<p><span style=\"font-weight: 400;\">Workplace belonging and values alignment are especially important to younger workers, millennials and Gen Z, which is one reason this cohort is reporting greater levels of disengagement at work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cGen Z wants to show up fully and holistically in the workspace,\u201d Katie says. \u201cThey want to be acknowledged for their skills and for their knowledge, even if they&#8217;re in their 20s. And the idea of \u2018quiet quitting\u2019 points back to the workplace not creating a space that recognizes each individual in all of their wholeness.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">She links engagement with belonging, and disengagement to employee turnover; \u201cquiet quitting\u201d is a prelude to actual quitting.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cI fill my day talking to people who are currently employed,\u201d says <\/span><a href=\"https:\/\/www.linkedin.com\/in\/willbarfield\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Will Barfield<\/span><\/a><span style=\"font-weight: 400;\">, President &amp; CEO of recruiting firm Barfield Revenue Consulting<\/span><span style=\"font-weight: 400;\">. \u201cThe message overall, when I&#8217;m talking to people who are looking to transition, is \u2018My employer is not meeting my personal needs. My employer is not hearing me. This work\/life situation is not conducive to what I desire.\u2019\u201d<\/span><\/p>\n<h2>Organizations need to lead with values<\/h2>\n<figure id=\"attachment_7129\" aria-describedby=\"caption-attachment-7129\" style=\"width: 200px\" class=\"wp-caption alignleft\"><img decoding=\"async\" class=\"size-medium wp-image-7129 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Will-Barfield-Headshot-200x300.jpeg\" alt=\"Will Barfield Headshot\" width=\"200\" height=\"300\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Will-Barfield-Headshot-200x300.jpeg 200w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Will-Barfield-Headshot-scaled-600x899.jpeg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Will-Barfield-Headshot-683x1024.jpeg 683w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Will-Barfield-Headshot-768x1151.jpeg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Will-Barfield-Headshot-scaled.jpeg 1709w\" data-sizes=\"(max-width: 200px) 100vw, 200px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 200px; --smush-placeholder-aspect-ratio: 200\/300;\" \/><figcaption id=\"caption-attachment-7129\" class=\"wp-caption-text\">Will Barfield<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">Workers have been emboldened by the strong job market and the social change that has unfolded over the last two years, Will says. Younger people want more than a salary from work, and they are seeking companies whose missions align with their personal values.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cIn the conversations that I have as a recruiter, Millennial and Gen Z candidates are leading with questions about the DEI policies, benefits, remote work, and family,\u201d he says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In order to attract, keep, and engage Gen Z and millennial employees, companies need to be upfront with their values and mission, and they better be backing DEI, Will says. And, those values have to be part of an organization\u2019s daily workplace culture.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If flexibility is one of your company values, then you should be offering alternative schedules and options to work from home. If diversity is part of your mission, you should be prepared to show data about hiring trends and to discuss your company\u2019s DEI council.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWhen it comes to trying to attract talent in the millennial and Gen Z space, it really is leading with messaging: Here&#8217;s who we are as a company. This is our overall mission. This is our internal culture. Here&#8217;s how we take care of our people,\u201d Katie says.<\/span><\/p>\n<h2>Sharing an authentic message and the BAYADA Way<\/h2>\n<p><span style=\"font-weight: 400;\">At BAYADA Home Health Care, the company\u2019s enterprise-wide communications program is driven by The BAYADA Way, which expresses the company\u2019s mission, vision, values, and beliefs.\u00a0<\/span><\/p>\n<figure id=\"attachment_7130\" aria-describedby=\"caption-attachment-7130\" style=\"width: 300px\" class=\"wp-caption alignleft\"><img decoding=\"async\" class=\"size-medium wp-image-7130 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Joe-Wendover-Pic-300x296.jpg\" alt=\"Joe Wendover headshot\" width=\"300\" height=\"296\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Joe-Wendover-Pic-300x296.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Joe-Wendover-Pic-100x100.jpg 100w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Joe-Wendover-Pic-600x592.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Joe-Wendover-Pic-1024x1011.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Joe-Wendover-Pic-768x758.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Joe-Wendover-Pic.jpg 1241w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/296;\" \/><figcaption id=\"caption-attachment-7130\" class=\"wp-caption-text\">Joe Wendover<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">\u201cSharing our values around BAYADA\u2019s comprehensive diversity, equity, and inclusion initiatives helps employees feel like they belong, demonstrates that the company is accepting of people\u2019s differences, and reinforces the values described in The BAYADA Way,\u201d says Joe Wendover, Director of Diversity, Equity, and Inclusion at BAYADA.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The home health care company provides skilled nursing, rehabilitative, therapeutic, hospice, habilitation, behavioral health, and assistive care services to clients nationwide. BAYADA employs over 28,000 clinicians as well as office and support staff who work from more than 390 locations across 24 states.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While employees are focused on caring for their clients, enterprise communications help them understand that they are also part of something bigger. Employees can learn about the company\u2019s long-term strategy, operational and process changes, recognition programs and contests, scholarship and educational opportunities, rewards and benefits, industry updates and advocacy, upcoming events, and personal news including promotions, weddings, or the birth of a child.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Also, to help make the tenets of The BAYADA Way a part of every action and interaction at BAYADA, the company shares a Key Action of the Week every Monday with all office employees in the company. This exercise encourages employees to come together at the local level for group activities and thought-provoking conversations that connect their daily work to the values of compassion, excellence, and reliability.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cSeveral times throughout the year, the Key Action of the Week focuses on a DEI initiative, allowing employees to discuss and debate difficult topics, explore their biases, and open their arms and hearts to each other,\u201d Joe says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, in February, employees were encouraged to actively listen and learn about the <\/span><a href=\"https:\/\/dailyhive.com\/seattle\/inventions-by-black-people\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">history,<\/span><\/a><span style=\"font-weight: 400;\"> needs, and concerns of their Black colleagues while advocating for them in the workplace and community. Teams identified ways they could be more intentional about creating a safe and welcoming workplace atmosphere, like adding a personal \u201cgetting to know you\u201d question to Key Action of the Week discussions. This gave people the opportunity to share their backgrounds, experiences, and feelings.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2>Employees have to do more than complain<\/h2>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-7131 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-533245121-1024x683.jpg\" alt=\"Shot of a young female designer looking thoughtful while sitting at a conference table with her colleagues\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-533245121-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-533245121-scaled-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-533245121-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-533245121-768x513.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-533245121-1536x1025.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/iStock-533245121-2048x1367.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">But the responsibility for worker engagement isn\u2019t completely on the organization or supervisor. Workplace relationships function best when employees trust their boss and can ask for what they need to be successful and productive. If an employee feels disengaged, they have a responsibility to advocate for themselves.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employees also should have enough self-awareness to know if their personal values align with the company culture, Katie says. \u201cIf I value flexibility, and I apply to a company that wants me in the office from 8 a.m. to 5 p.m., is that going to work for me?\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since the pandemic, more and more workers are asking versions of that same question: Is my job working for me? <\/span><span style=\"font-weight: 400;\">Remote and hybrid workers have thrived thanks to increased workplace trust, personal autonomy, and better work-life balance. But now that many employers are insisting that workers come back into the office, workers are resisting. And, as we\u2019ve seen, younger, more socially aware workers are demanding that organizations be more responsible, sustainable, and diverse.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThere needs to be a shift in the workspace,\u201d Katie says. \u201cWe need to respond to the trends that are happening in the Great Resignation, and the trends from Gen Z. It&#8217;s our responsibility now in the workspace to create a culture that says, \u2018We hear you and this is how we&#8217;re going to respond with action.\u2019\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you could use help engaging your employees in meaningful conversations, whether about \u201cquiet quitting,\u201d professional development, or workplace trust, the experts at The Diversity Movement can offer meaningful, timely suggestions. <\/span><a href=\"https:\/\/thediversitymovement.com\/contact\/\"><span style=\"font-weight: 400;\">Contact us<\/span><\/a><span style=\"font-weight: 400;\"> and we can help you cultivate a more engaged, productive, and happy workforce \u2013 starting today.<\/span><\/p>\n<h2>10 Ways to Fight Quiet Quitting and Connect with Your Team Today<\/h2>\n<p><a class=\"btn btn-primary\" href=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/09\/Quiet-Quitting.pdf\" target=\"_blank\" rel=\"noopener\">Download the Guide<\/a><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8047 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/thediversitymovement.com\/team\/amber-keister\/\" target=\"_blank\" rel=\"noopener\"><b>Amber Keister<\/b><\/a> <span style=\"font-weight: 400;\">is a Content Writer and Editor at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/amberkeister\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u201cQuiet quitting\u201d might seem like just another TikTok trend, but this social media phenomenon has a sting behind all the buzz. The number of disengaged workers \u2013 especially younger workers15<\/p>\n","protected":false},"author":2,"featured_media":7131,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[60,61,5],"tags":[],"tdm_type":[92],"class_list":["post-7126","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-experience-organizational-culture","category-inclusive-hiring-onboarding-and-retention-strategies","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Connect with Your Employees to Stop Turnover and \u2018Quiet Quitting\u2019 - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"The number of disengaged workers \u2013 especially younger workers \u2013 is rising rapidly and leaders need to act soon, 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