It seems fitting to be writing this on a “snow day.” Growing up in New Hampshire, we went to school through blizzards and several feet on the ground. Today, one-to-three inches earns everyone a day off. Times change. Quiet Quitting. Bare Minimum Mondays. Fun Fridays? These are things now. And the trend seems to be growing. As a writer, I appreciate the alliteration at least. Which is why I will keep the theme going with some Simple Solutions. Just not quite yet.
I first heard about quiet quitting during my last year in the federal government. There are varied definitions out there, but essentially quiet quitting happens when employees who are fulfilling their job requirements, but not taking initiative, working overtime or volunteering for extra projects or responsibilities. I confess that, with or without the conscious label, it was what I found myself doing. I can be pretty passionate, results-oriented, always wanting to make a difference. But after nearly 50 years in the workforce, coupled with leadership that had worn me out, I started to coast. Nobody seemed to notice or care, so I kept it going.
It seems like a simple confession, joining millions of others. But I had always been a workaholic. I would skip the holiday party and keep working. I would miss out on vacations, and when I did go, I would bring my work phone and computer. The shift was huge. It also validated to me that this is not just a generational issue. It is about the work and the leadership, or lack thereof.
I only recently learned about bare minimum Monday’s. Apparently, this is a trend that encourages workers to do the minimum required work on Monday. By lowering their expectations, workers can feel less anxious on Sunday evenings and less overwhelmed on Monday mornings. With apologies, this one does seem generational. My generation has more of the let’s hit the ground running kind of philosophy. That said, informally or formally, I have experienced fun Fridays, where the team takes some social time to catch up and interact a bit playfully after a long week. One could argue that those Fridays were actually morale-building, and therefore a form of work investment.
Lastly, we should include the Side Hustle. A side hustle is work performed for income supplementary to one’s primary job. I have heard from other supervisors and colleagues growing speculation that side hustles are on the increase for one simple reason, like the other activities listed here, employees can get away with it.
So, it got me thinking, what are the solutions? And I came up with some, even keeping the alliteration streak alive, and like Larry David would say in Curb Your Enthusiasm, I think these are, “Prett-ay, prett-ay, prett-ay good.”
Simple Solutions
These are primarily for supervisors. It seems like the employees in these cases have already made a choice. But even employees can find a nugget or two here that may bring them more job satisfaction. I offer four ideas, in two alliterations. In each case, the first idea is about positivity, being a servant leader, and making the world a better place. The second of each is more about accountability. I am a big fan of the phrase and concept that we can, “catch more flies with honey than with vinegar.” And yet, I also understand that fly swatters were invented for a reason.
Inspiration.
Make work fun! Wear your own inspiration on your sleeve. Think about why you got into the job in the first place. Bring that version of yourself back. Brainstorm together and give each member of the team ownership in something that fulfills them. Praise and reward efforts in any way you can. And make that praise public. Host a fun Friday activity where leisure meets work, and everyone benefits. Ensure that goals are attainable and not overwhelming. Be collaborative whenever possible. Laugh with the team. Think about the last time that you were inspired. Can you replicate that in some form with your team? I was inspired when I read “Kitchen Confidential.” I was inspired when I saw the strong people of Puerto Rico recover from Hurricane Maria. I was inspired by the moon more than once this month. Inspiration comes in all shapes and sizes. Grab it. Share it.
Intervention.
Inspiration didn’t work? At least not with everyone? Don’t give up. For the holdouts, it’s time for an intervention. One-on-one. Privately. Start by asking questions. How do they feel about work? What do they like the best and the least? Is any aspect causing anxiety? How is their work-life balance. Then listen. Listen to understand. And then you need to separate the wheat from the chaff. We can seldom give everyone everything they want, but we can give almost everyone something they want. Then use the ad hoc counseling, quarterly reviews, and annual performance review as clear dialogues on goals, expectations, and standards. Ensure mutual understanding. Document all in writing. Those who do this right in the workforce have less problems. If the employee is quiet quitting or bare minimum Monday’s, then some goals and expectations will not be met, and accountability fixes the rest.
Validation.
I don’t believe anyone ever really planned their future life with the idea that they want a job that is devoid of joy, where they can do the bare minimum and exist until one day, forty years later, they retire. People want to matter. Make sure everyone on your team knows their strengths and knows what you appreciate about them. Give them time off for going above and beyond. If the award system is too obtuse and bureaucratic, print out your own certificate of achievement and present it to them in front of peers. Offer flex-scheduling when you can. Pay attention when their dog dies, or they are going through a divorce and empathize. Take them out for a cup of coffee with no ulterior motive than you appreciate what they do and share that you just wanted to spend some quality time with them.
Verification.
Still no success? Well, this is no fun. Time to verify. Give eight hours’ worth of work and evaluate eight hours’ worth of work. Check in. Through Zoom or Teams, as long it is visual. Have them provide a list of accomplishments at the end of the day. Have an honest conversation about how long each task should take. Monitor time sheets closely. Monitor that they are online when required. Establish clear rules for time responses to emails and phone calls. If all else fails, eliminate any remote or telework and have them sit by or near you in a work environment. It is hard to have a side hustle when the boss is by your side.
Personally, I favor inspiration and validation. But sometimes we need to use all the tools in the toolbox.
Today, I am inspired by the snow. And my daughter. The first thing she did when she woke up was to go outside and make a snow angle. Inspiration comes in all shapes and sizes.
###
Stoneking Strategic Communications (SSC) 