Why Your Employees are Practicing Quiet Quitting
The National Business Association has authored and curated resources on various topics and in multiple formats that will help you achieve your goals. Whether you are considering starting your first business or if you are a seasoned entrepreneur, there is something in this Resource section of the NBA website that will be helpful. We hope you find this article useful.
Providing relevant resources in an easy to navigate format is one of the many ways that the NBA accomplishes its mission of helping small businesses succeed. It fulfills our vision of being an indispensable resource for the self-employed, small business owners, and entrepreneurs. If you are interested in a deeper relationship with the NBA, sign up for our free email newsletter or learn about becoming a member by clicking on the “Join the NBA” tab.
The new buzz word among small business owners and team members is “quiet quitting”; that is people that only do the minimum at work to keep their job, instead of resigning.
On The Small Business Radio Show, I discussed this problem with Mark DiMassimo, the Founder and Creative Chief of DiGo (DiMassimo Goldstein), the industry-leading agency in Positive Behavior Change marketing, which he founded in 1996 in New York City.
Mark says that “quiet quitting is a mental health crisis; it’s a leadership and engagement phenomenon supported by social media; if you are disconnected from the mission of your company and you are feeling distracted, there is support on social media to only do the letter of your job.”
Mark believes that if companies don’t set boundaries between personal and business time, employees feel that their mental health and family lives are at risk. The company that just focuses on getting results instead of keeping employees healthy to do a good job will be penalized by quiet quitting. Employees want to strike back as it becomes an adversarial relationship.
Small business owners need to decide which employees to invest in. Mark believes you can identify high and low accountability employees by what they focus on: high accountability employees may have complaints, but they are focused on doing their job better. “Low accountability employees just want things like a rice cooker in the break room!”
Mark thinks that the solutions start with focusing on high accountability employee engagement. It begins with picking people that share the values of the company. They will be excited to be working at your company. Then, in their first week, onboard them so they feel the connection to the team. “The guideline should be to have your team – Start, Stick, Stay! Its an ongoing process.”
Small Business Radio Show. “Why Your Employees are Practicing Quiet Quitting.” Staffing, 17 Oct. 2022, Small Business Trends,