Quite Quitting is not a new concept. Maybe it's a different name and a different label yet, we've had quiet quitting for decades. We need to get back to the fundamentals of employment. If you are hired to do a job, you should be hired to do that job to the best of your ability. There is not a job description in the world that encourages people to not try or to gossip or to be negative in the workplace. Yet, Sadly, that seems to be the case in many organizations. Think about the great studies done by the Gallup organization or less than one third of employees today are truly engaged with the rest either being neutrally or actively disengaged, meaning possessing negative tendencies. We need to get back to the basics. If you are hired to do a job, your first objective is to do that job to the best of your ability not to stop short, not to do things that slight the company, but to do the best job you possibly can.
Now, what can leaders do? They can sit down and find out from every one of their employees, what they're motivated by, what their goals are, and if we can bridge those motivators, those goals, with the expectations of the job, we will have a productive workforce. Let me give you an example. If you have somebody who has a goal of starting their own company and let's say they work for a leader who can't provide that opportunity yet, knowing that in a very trusting, worthwhile environment positions, that leader can have an exchange of value. The exchange of value is maybe they get him a magazine subscription to entrepreneur or gets them a book on entrepreneurship while asking them to maintain the highest level of commitment to their job.
What happens is when we don't know what motivates somebody is, the job becomes the place to where we try to motivate yet, if that is not the motivation, if that is not the person's ideal destination, guess what happens their mind wanders? Does their mind wander positively or does it wander negatively? It typically wanders negatively. Quiet Quitting happens every single day. It is my contention that we need to teach people in the onboarding process of the highest expectations behaviorally and NOT merely the duties “of the job”.
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This should include things that will not be tolerated such as gossiping at the water cooler, not putting in a good, full day's effort, learning to praise others, tec. Let me share something with you that is gonna come off a little bit negative. I have a very good friend, Mike Carroll, who runs a business like mine. We talk every other Sunday night at a dinner that we Call Sunday night properties because we now own some properties together. We talk about the people that we hire, and I cannot believe I'm going to share this publicly for every five people we've hired we have found at least three, if not four lie on their abilities, the work they completed, etc. We once had an employee who was so critical of my company that I found out 30 days later, she had not done one ounce of work as a salesperson, never sent an email, never made a phone call yet. She was critical of what I was doing as an owner, yet I had to pay her.
