How Leaders Can Combat Quiet Quitting at Work With Training

The global pandemic has changed the landscape of work. Words like “hybrid” and “remote” have become part of the business realm and employee engagement is at a critical point.

Gallup’s 2024 State of the Global Workplace report revealed that only a meagre 10% of UK workers feel enthused by their work and their workplace. This data can be aligned with the latest buzzword in corporate vernacular— “quiet quitting.” 

The term was first coined on social media and is now gaining traction on platforms such as LinkedIn. The new trend of quiet quitting is causing a ripple effect among organisations and leaders need to be paying attention.

If you’re a leader and do not understand the concept or what it entails, continue reading…

Quiet quitting defined  

The Great Resignation saw a post-pandemic, mass exodus of people leaving their jobs. Quiet quitting is no doubt a by-product of this. Those who stayed for financial security are the “quiet quitters” - doing what is expected of their position and only that.  No longer are they going above and beyond to impress their employers. 

As such, the power dynamic between the employer and employee has changed. Employees are less fearful of management, and in turn, they feel a heightened sense of power. At the same time, management status has dwindled and leaders are more worried about losing their staff. 

So the real question is— what can you as a leader do to put a stop to the quiet quitting trend? The answer lies within harnessing the benefits of leadership training. Here are the four main ways of “training up” that can reignite the spark in your employees’ engagement and convert those “quiet quitters.”

Here are 4 ways leaders can combat quiet quitting

Leadership training these days is a multi-layered exercise. However, there are four important ways you can train up your skills and simultaneously combat quiet quitting: becoming understanding of mental health effects, learning effective management techniques for the new hybrid workplace, prioritising inclusivity and shifting to a coaching management style.

1. Prioritise understanding and supporting employee mental health

The CIPD Good Work Index (2022) revealed that one third of employees expect or would like more mental health support from their employers.

The pandemic has had a huge impact on employees’ mental health. Employees value a work-life balance, and more importantly, they want their state of mental health to be understood and supported at work. Employees who feel neglected or uncared for will feel less engaged — simple. 

Mental health workplace training can help you identify when an employee is struggling. It can also help you better understand how to open up conversations that broach the subject. 

On a broader scale, adopting new ways to cultivate a culture which supports communication about mental health is another action you can help to implement. Understanding how to give staff time and resources for a healthy work-life balance will ultimately lead to a culture of “wellbeing.” 

Being an “emotionally intelligent” leader suggests that you are also deeply aware of mental health effects. Training in this skill will encourage you to utilise empathy tactics to better understand your team’s concerns and perspectives. 

This can include:

• journalling 

• mindfulness exercises 

• 1-on-1 check-ins 

2. Learn effective management techniques for hybrid and remote teams 

Workplace disengagement has been exacerbated by the new hybrid and remote work culture which now exists in some form for many organisations. Data from the Office of National Statistics (ONS) showed that at least 78% of employees wanted to work in a hybrid work structure because it improved their work life balance. 

It’s clear the new culture is here to stay so managers need to have a strong understanding of how to manage hybrid working employees. Leaders’ everyday responsibilities now include navigating virtual meetings as well as leading and overseeing remote teams. You as a leader need specialised training to meet these new demands.

A course can show you the necessary tools and techniques to manage hybrid and remote teams, as well as develop strategies to lead effectively. 

Some of the methods you can incorporate:

• Trialling new, engaging software and tools 

• Structuring shorter, more focused meetings

• Keeping alert for signs of burn-out

3. Prioritise increasing the "sense of belonging" among staff

A McKinsey study revealed that 51% of employees wanted to quit as they did not feel a sense of belonging at work. 

Employees will be less inclined to go that extra mile for the company’s success if they do not feel valued or recognised.

Managers have a key role to play in increasing and supporting workplace diversity. Becoming an inclusive leader means needing to be equipped with the skills to create a culture of respect, appreciation and trust. Expanding your understanding of how to encourage diversity and belonging will lead to better collaboration, team culture and boost employee morale. 

 As example, here are some leadership strategies that embrace diversity, inclusion and belonging: 

• Ensuring meetings allow everyone the opportunity to speak 

• Encouraging celebration of cultural holidays  

• Learning proper pronunciation of employees’ names and encouraging others to learn as well

4. Develop your coaching and mentoring skills 

Investing time in building your coaching and mentoring skills will have a lasting impact on your team’s productivity and motivation. 

If you want to engage your employees, you need to inspire them. Leaders who demonstrate a coaching-style of leadership motivate their employees with supportive advice, feedback and targeted goal setting.

Effective communication is the cornerstone of successful leadership. Coaching opens up a space for effective, two-way communication. Productive coaching conversations improve authentic relationship-building which in turn lead to satisfied employees. They feel heard, valued and supported— essential components to a positive employee experience.

A solid approach to goal setting will make your employees feel more connected to their role and to the business. Aligning individual goals with company objectives and visions, checking in regularly on goals and making sure employees are aware of your personal goals can make all the difference. 

By enhancing your coaching skills, you will galvanise your employees’ engagement and more importantly — make them feel supported.

It is worth putting your valuable time and effort into leadership training (your employees, your business, and your career will thank you). Train up your skills and inspire, nurture and cherish all employees.