Are your Teams Challenged with Quiet Quitting, Burnout, and Turnover?
January 10, 2023
Positive culture matters. Whether it’s the extremely rapid change, a lack of understanding on how to connect and engage with fully in-office employees, hybrid or remote workers, quiet quitting, also known as disengagement, is rampant in organizations today. The pandemic has caused employees to rethink where they work and whom they work for. They are looking for companies with a good culture and are no longer willing to deal with managers and companies that don’t understand their individual needs or that don’t show their appreciation.
Many times, improvement can take place through a manager understanding how their leadership preference and style affect others. Let’s face it, many supervisors and managers get promoted on technical ability, not based on how to manage, and lead a team. Without this understanding, connecting with others is strained and disengagement or quiet quitting is heightened. Belonging, motivation, inclusion, teamwork, and productivity are compromised.
To help teams and organizations unlock greater potential, tools such as Wiley’s Everything DiSC (behavior analysis), The Five Behaviors of a Cohesive Team Personal or Team Development, and other Emotional Intelligence Assessments can help leaders and managers understand their gaps, and how their style varies, which can quite frankly clash with other managers and employees’ styles. Learning how to work through the gaps and take different approaches can heighten the potential to improve communication, connection (belonging), engagement (quiet quitting), and relationships, decreasing burnout and improving teamwork, productivity, performance, retention, and the bottom line.
#culture #leadershipdevelopment #teamwork #retention #inclusion #engagement #connection #everythingdisc
Are you Giving up Almost 50% of the Talent Pool to Competitors?
Numerous reports indicate that the U.S. diversity population trends show a sharp escalation. For example, Generation Z, our youngest generation (the oldest at 25 years old) in the workforce today is 48% non-white or other ethnicities and the Millennials (oldest at 41 years old) are about 43% respectively https://www.coxautoinc.com/market-insights/2019-dealership-staffing-study-released. This does not even include the LGBT community and one in five Americans identify as LGBT https://news.gallup.com/poll/389792/lgbt-identification-ticks-up.aspx.
While you may think you can overlook these statistics at this moment, as more of the baby boomers retire and others quit in this Great Resignation era, you may find it even more challenging to find good or talented people.
The question is, are you ready to attract, recruit and retain the diverse population or are you willing to just turn your head?
Here are several things you can do to get ready to attract and hire diverse talent.
· Check your manager’s and workforce’s understanding and awareness of bias.
· Train the workforce about bias and inclusiveness.
· Use an assessment that will assess job candidates to take out the bias.
· Use structured interview questions for 100% of your interviewees.
· Use a rubric scoring system for each interview candidate.
· Use a hiring committee to make the final hiring decisions.
· Ask your employees for referrals.
Recognize that likeability/affinity (bias) plays a big role in first impressions and the interview process and that the first impression has a significant bearing on whom you hire. If the candidate looks like you, you automatically have a likeability or affinity bias towards this candidate, and many times, the conversation veers off to things you may have in common. It is not based on ability or talent.
If the candidate doesn’t look like you, you may not feel that commonality or affinity with the person and the candidate is judged more harshly and is deemed the wrong candidate. This represents an unfair playing field and often leads to hiring the wrong person and leaving the talent to the competition.