Calvin Roberson

How to approach employees who have already gone down the path of dispassion or quiet quitting. How to re-engage and build beliefs of employees that they do matter as team members.

Dispassion and “quiet quitting” are symptomatic of a person who feels they have no value. It’s actually a cry for help. The reasons are varied as to why they might feel this way. It may even be the result of problems at home. The average person finds it difficult to not bring their home life to work, especially in this new virtual work-from-home paradigm where the two worlds often merge with the only separation being the computer screen. But regardless of the reason, it all begins with open and vulnerable conversation that reaches beneath the level of job performance. But be mindful that an employee will be hesitant to speak to anyone in authority if they feel that their honesty will put their job in jeopardy.

Attendees Takeaways:

Remember there is strength in numbers. Speaking to a group in an honest, open conversation is one way to open the door to a remedy. Even sharing times when you have lost interest in your job will make you relatable. This creates a caring environment. But follow through is key. If you become relatable, people will want to relate and you must be open to them knocking on your door for real conversations.

Find out where their real interests lie. People get frustrated with “job descriptions.” Find out what the employees strengths are; what is the direction of their heart’s desire. It may be that you can contour new responsibilities or initiatives that align with their real desire. This will make them feel valued and will bring more productivity because if you’re doing what you love, you’re not really working.

A raise is often not the answer. Times have changed and employees are not as motivated by a raise. Research shows that only about 35% of employees look at a pay as the most important factor in job satisfaction. They are looking for balance, a caring environment and a place where they feel they belong.

Be ready for the hard truth. It may be that your employee has already found another interest to pursue. If that is the case, you want to dig deeper and see what could have been done to make them feel more valued. What could you have done as an organization to better hold on to your MVPs (most valued players). Employees are the experts at what they need. Listen to the experts. Even if you lose one, you now are creating a place where people feel you actually care about them and not just their performance.

Always Be Cognizant (ABC): Relationships Matter!