Quiet quitting has become a new buzzword in the workplace. What does it mean, how did this trend get started and what do you need to do to avoid having it negatively affect you organization?

When someone "quietly quits," they don’t resign from their job – but they take a step back from their emotional investment and engagement in their work. You can think of quiet quitting as “going through the motions” – doing the bare minimum to keep your job, flying under the radar screen rather than trying to excel and simply fulfilling your job duties, but doing no more than that. It is a description of a disengaged employee. 

New research form Gallup found quiet quitters or those not engaged make up to 50% of the US workforce; and that employee engagement is falling specifically among younger workers: Gen Zs and millennials under 35. Organizations have always had workers who occasionally disengaged — this was an issue even before the global pandemic. But now, given the trends of The Great Resignation and Quiet Quitting, improving employee engagement needs to become an even bigger focus especially for your younger workers.  

This webinar will help employers and managers understand the reasons behind quiet quitting and will give actionable steps to fix the problem. It will provide the 5 key factors that drive employee engagement and retention focusing on the Gen Z’s and young millennials. In other words, what can organizations, as well as your leaders, do to spot quiet quitting, stop it, and quickly re-engage and re-energize your workforce. 

Webinar Objectives

Do your people feel fully engaged or just going through the motions? Are you seeing a decrease in productivity or pushback from normally cooperative employees? Perhaps they stopped taking initiative or working effectively with their team members? Or they are coming in late or taking more personal or sick days?

These can be signs of a team member who is silently quitting. The result is that it can erode the manager-employee relationship; cause dissatisfaction within your team; and create conflict and potential disengagement for your other employees. Therefore, it is in a manager’s best interest to recognize and get to the heart of what fuels the problem of quiet quitters and quickly re-engage and re-energize their staff. By proactively taking steps to keep employees engaged, boost their morale, and reward their valuable contribution to the team and the company, you can avoid having a team full of quiet quitters.

Gallup has found that managers are in the best positioned to understand and combat the drivers of engagement quitting among their team members. In this webinar you will learn what is quiet quitting; how to know if your employees are quietly quitting; how to deal proactively with quiet quitting; and how to improve the engagement so that you have a strong, committed, energized team.

Webinar Agenda

• What is Quiet Quitting, what’s causing it, and what are the tell-tale signs 
• Overview of Gen Z: what you need to know and how to manage them
• How to explain the generation divide in relation to quiet quitting
• 5 ways employers can curb quiet quitting and start engaging their workforce 
• 5ways manager can curb quiet quitting and start engaging their younger employees
• Summary and Q & A

Webinar Highlights

This webinar will focus on what organizations and managers can do to combat quiet quitting and improve employee engagement and retention. The objectives are: 

• Recognize the 7 signs your staff might be quiet quitting what you need to do to stop it
• Identify the top triggers causing disengagement and quiet quitting and how to turn it around
• Discover the 4 reasons driving decline in engagement among the Gen Z and young millennials  
• Review 5 proactive strategies organizations can implement to prevent and counteract quiet quitting 
• Learn 5 ways managers can create a work environment that motives employee engagement and retention
• Realize that increased pay is not the only way to win back the disengaged worker; Learn better ways to motivate

Who Should Attend

CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers, Supervisors, Team Leaders, Human Resource Professionals