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5 Stress Management Techniques To Combat “Quiet Quitting”

5 Stress Management Techniques to Combat “Quiet Quitting”

It is probably no surprise to find out that increased stress leads to reduced productivity, while increased job satisfaction leads to increased productivity. It is fairly easy to connect the dots between workplace stress and dissatisfaction in those employees that have decided to quietly quit their jobs. Quiet quitting is when they do the minimum required to keep their job and no more! These employees are actively disengaged.

Organizations have to deal with this new evolution of the “Great Resignation” because now they feel the loss in productivity while still carrying the burden of the employee expense. To further the problem, employees who have quietly quit create additional stress for other employees through their lack of responsiveness, poor communication, and missed deadlines. These create a spiral effect as more employees may choose to quietly quit, customers leave, and profitability disappears.

How can organizations take a proactive approach to reduce stress and boost satisfaction in order to increase employee engagement? Here are 5 techniques that some organizations have already implemented:

  1. Promote a Collaborative and Inclusive Work Community. People today want to know that their voices are heard, and their work is valued. The act of involving people and hearing their voices goes a long way to increasing their satisfaction and reducing stress. Organizations should implement formal innovation, process improvement, planning, and recognition programs that involve the collaboration of employees to strengthen motivation and engagement. Taking it a step further to recognize those ideas that come from people within the organization, from these types of programs, adds a stronger sense of commitment and feeling valued.
  2. Promote Work-Life Sway. According to a 2021 Forbes article, “54% of employees say stress from work negatively affects their home life at least once a week”. Finding a way to help employees find balance is important to increase commitment levels. For most people, finding a perfect work-life balance is impossible. Because some days, months, quarters, or projects are more demanding than others, the new goal is to find the perfect “work-life sway.” To “sway” refers to the ability to adjust as they go, so if an employee needs to spend 10 hours one day to finish a project, they may only work 6 the next day to balance out the work week. This allows employees to maintain the 40-hour work week and reduce stress by giving them the flexibility of adjusting time as they go.
  3. Promote Give-Back Programs. People are motivated when they know they are making a difference. Giving back through Volunteerism, Community Involvement, Donations, and Gift Matching makes people feel good. When employees know that the corporation is supporting others and giving back to the community, they can feel like they are making a difference. This feeling can release stress and increases satisfaction. Organizations should allow employees dedicated time away from the office to participate in the volunteer program of their choice, or at a work-sponsored organization. Workplace giving connects emotionally with employees who want to impact the world.
  4. Promote an Employee Exercise Program. It is well known that physical activity stimulates various brain chemicals that leave you feeling happier and less stressed. Organizations can create employee wellness programs by partnering with local health clubs to offer discounts or to show they are committed to helping manage wellness, organizations can invest in onsite fitness centers. Incentivizing employees to work out with fitness challenges and allowing them an hour to do so during work hours increases employee satisfaction. Employees will have the opportunity to work out with colleagues, get healthy, and reduce stress.
  5. Promote Training Programs. A major motivator across most engagement studies shows that people want organizations to invest in them. If they feel they are stuck in a position where they can’t grow, it can create stress and dissatisfaction. They want to know they are being developed. Organizations can put formal mentoring programs, development tracks, or cross-training programs in place to help engage people and increase their satisfaction. Organizations that do this can not only combat the quiet quitting that is prevalent in the business world today but also increase their “bench strength” of employees that are ready to take on the next level within their organization.

Talent shortages, stressed-out employees, and lower productivity are eating away at many organizations’ ability to survive. Implementing the techniques discussed in this blog can reengage employees by reducing workplace stress and increasing job satisfaction. When employees are reengaged, they will leave the ranks of those who quietly quit giving their organization the competitive advantage of…their dedication and discretionary effort.

Performance Management to Combat Quiet Quitting
December 6, 2022
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