There’s quiet quitting. There’s loud quitting. And there’s the emotional damage left in their wake. As a manager, how do you keep your team engaged without becoming a burnout monster?
Key Differences:
- Quiet Quitting: They’re still here. They’re just… not doing more than required. Think: minimalism meets morale loss.
- Loud Quitting: Rage exit, company-wide farewell email, and an espresso machine taken on their way out.
What Managers Can Do:
- Actually listen in 1:1s (no multitasking).
- Reward outcomes, not “above and beyond” martyrdom.
- Stop glorifying burnout. Start modeling boundaries.
Need help with retention? Check out our Employee Engagement and Retention Strategies or grab the New Manager Training Guide to stop the quitting spiral before it starts.
Understanding Your Team's Needs
Why Listening Matters
Engagement Levels
Regularly check in on team engagement through simple surveys to gauge how everyone feels. Sometimes, quiet dissatisfaction can lead to bigger issues.
Open Dialogues
Encourage honest conversations within your team. Create a safe space for everyone to share thoughts and concerns without fear of judgment.
Expressing Gratitude
Make it a habit to recognize team contributions, however small. A little appreciation can foster a positive culture and boost morale.
Individual Needs
Understand the unique contributions and needs of each team member, and tailor your approach to ensure everyone feels valued and included.