Lilit Davtyan, the CEO of Phonexa, a comprehensive marketing solution company, recognizes the phenomenon of quiet quitting in companies. This silent departure of valuable team members can have a significant impact on organizational culture and the bottom line. To prevent such occurrences, it is essential for CEOs to identify and address subtle behavioral and attitude shifts that often go unnoticed.
One of the early signs of quiet quitting is withdrawn engagement. Employees may fulfill their job duties, but their active participation and enthusiasm begin to dwindle. This disengagement can lead to decreased productivity and a higher likelihood of seeking opportunities elsewhere, costing companies billions annually. To address this issue, CEOs must monitor changes in engagement levels and proactively intervene before it escalates into resignation.
Emotional detachment is another red flag of quiet quitting, with employees displaying indifference or cynicism towards their work and colleagues. This can disrupt team morale and cohesion, leading to decreased productivity and increased turnover rates. To combat emotional detachment, CEOs must foster a culture of open communication and empathy, addressing the employee’s concerns and reigniting their passion and commitment through meaningful conversations.
A decrease in initiative is a clear indicator of quiet quitting, as employees who were once proactive and innovative start to shy away from new challenges and opportunities for growth within the organization. Intrinsic motivation plays a crucial role in driving employee engagement and performance, and when employees feel disengaged or undervalued, their motivation wanes. Providing avenues for continuous learning and development can help reinvigorate employee engagement and encourage proactive behavior.
To address quiet quitting in organizations, CEOs can take a multifaceted approach rooted in empathy and communication. Initiating candid conversations, providing growth opportunities tailored to each employee’s interests and aspirations, and investing in their professional development demonstrate a commitment to their future and success. By recognizing the signs of disengagement and disinterest in employees, leaders can prevent valuable team members from quietly quitting and ensure the overall health and success of the organization.
As a member of the Forbes Business Council, Davtyan’s insights on preventing quiet quitting and fostering a positive and engaging work culture are invaluable for business owners and leaders seeking to maintain a motivated and productive team. By prioritizing open communication, empathy, and continuous learning opportunities, CEOs can create a supportive environment that encourages employee growth, innovation, and long-term commitment.
