The best way would be to address the core causes of the problem, it’s helpful to remember why quiet quitting happens in the first place.
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Here's a more academic look at the issue of engagement-disengagement. The professor reinforces the points I've been making in my last few posts about whether we sit back, "stick to our guns", and ignore the research, trends, and common sense related to work - or we start taking action to make a difference.
In the thousands of companies I've worked with over the last decade, less than 1 percent have effectively moved the needle on employee engagement into the 80 percent plus range from the research that shows it fluctuating between 20-30 percent. The outcomes are dramatic.
What's the difference between mediocre minimal engagement and exceptional engagement. The companies that have moved the needle have made engagement/retention a process rather than a random event or something that gets left up to each individual manager.