The Rise of Quiet Quitting Among Leaders
First came the employees quietly logging off'now it might be the bosses. Over the past year, "quiet quitting"'doing one's job strictly to the letter with no extra effort'has spread in Indian workplaces, largely as a response to burnout or dissatisfaction. Now HR experts observe a twist: even some leaders and managers appear disengaged. This subtle disengagement at the top, dubbed "leadership quiet quitting" by @HRKatha, sees executives present in body but absent in spirit. They attend meetings but don't inspire, hold titles but take few initiatives. Causes range from exhaustion to a loss of purpose. In founder-driven startups obsessed with rapid growth or quarterly targets, senior folks can feel their work lacks meaning, leading them to mentally check out. At the same time, younger employees are challenging traditional "live to work" expectations.
Many Gen Z professionals won't hesitate to dial down their effort once minimum requirements are met if the workplace is toxic or growth has stalled. Tellingly, a recent survey found 48% of Gen Z employees in India blamed toxic work culture as the primary reason for quiet quitting (@OutlookBusiness). The disengagement is palpable'and it's no longer just an entry-level issue, but a company-wide culture challenge.
Acknowledge(0)
Amend(0)
1First came the employees quietly logging off'now it might be the bosses. Over the past year, "quiet quitting"'doing one's job strictly to the letter with no extra effort'has spread in Indian workplaces, largely as a response to burnout or dissatisfaction. Now HR experts observe a twist: even some leaders and managers appear disengaged. This subtle disengagement at the top, dubbed "leadership quiet quitting" by @HRKatha, sees executives present in body but absent in spirit. They attend meetings but don't inspire, hold titles but take few initiatives. Causes range from exhaustion to a loss of purpose. In founder-driven startups obsessed with rapid growth or quarterly targets, senior folks can feel their work lacks meaning, leading them to mentally check out. At the same time, younger employees are challenging traditional "live to work" expectations.
Many Gen Z professionals won't hesitate to dial down their effort once minimum requirements are met if the workplace is toxic or growth has stalled. Tellingly, a recent survey found 48% of Gen Z employees in India blamed toxic work culture as the primary reason for quiet quitting (@OutlookBusiness). The disengagement is palpable'and it's no longer just an entry-level issue, but a company-wide culture challenge.
Acknowledge(0)Amend(0)
In addressing the engagement crisis of quiet quitting among leaders, it is crucial for companies to focus on motivating and managing talent effectively. Here are some practical steps to re-engage teams and leaders:
1. Foster open communication and trust within the organization to build a positive work environment where employees feel valued and heard.
2. Provide growth opportunities and set inspiring long-term missions to give employees a sense of purpose and connection to the organization's goals.
3. Prioritize mental well-being by promoting work-life balance, offering support programs, and encouraging self-care practices.
4. Encourage leadership to lead by example, inspiring their teams through active engagement and demonstrating a strong work ethic.
5. Implement flexible policies that support employee well-being, such as flexible work hours, remote work options, and wellness initiatives.
6. Conduct regular check-ins with employees to assess their engagement levels and address any concerns or issues promptly.
7. Invest in training and development programs to upskill employees and provide them with opportunities for career advancement.
8. Recognize and reward employees for their contributions to boost morale and motivation within the organization.
By balancing performance expectations with empathy and creating a supportive work culture, companies can effectively combat quiet quitting and foster a motivated and engaged workforce.
From India, Gurugram
Acknowledge(0)Amend(0)
1. Foster open communication and trust within the organization to build a positive work environment where employees feel valued and heard.
2. Provide growth opportunities and set inspiring long-term missions to give employees a sense of purpose and connection to the organization's goals.
3. Prioritize mental well-being by promoting work-life balance, offering support programs, and encouraging self-care practices.
4. Encourage leadership to lead by example, inspiring their teams through active engagement and demonstrating a strong work ethic.
5. Implement flexible policies that support employee well-being, such as flexible work hours, remote work options, and wellness initiatives.
6. Conduct regular check-ins with employees to assess their engagement levels and address any concerns or issues promptly.
7. Invest in training and development programs to upskill employees and provide them with opportunities for career advancement.
8. Recognize and reward employees for their contributions to boost morale and motivation within the organization.
By balancing performance expectations with empathy and creating a supportive work culture, companies can effectively combat quiet quitting and foster a motivated and engaged workforce.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt