Silent firings continue to be a hot topic in business and in newspapers as CEOs continue to separate reality from hype. Effective managers understand that while smoking cessation may simply be a new label for an old phenomenon, actions associated with some definitions of cessation result in lost productivity, while others may increase productivity (not actually quitting).
1. Set healthy boundaries – In this setting, employees actively set boundaries between work and non-work activities. By 2020, hundreds of millions of workers around the world will be working remotely or hybridly, often without a policy. Boundaries are blurred or completely forgotten. While many employees report increased productivity due to less travel time and increased focus, the truth is that the increase in overall workforce productivity is the result of working longer hours, often exponentially. Stress, anxiety, and depression also increase during this time, making employees less productive with each working hour, often reducing the benefits of working longer hours. For many employees, overall productivity increases, but actual hourly productivity decreases. They realize the impact that being "always on" has on their well-being (physically, mentally, socially, and financially). As work rules come into force in 2022, many workers are actively or re-examining their welfare limits, often in consultation with their managers.
2. Reduction of discretionary work. here, employees stop doing discretionary work at work, reduce their energy for their work, and reduce their commitment to the organization. Some call it "teamwork" while others call it "not going the extra mile" for clients, managers or colleagues. Experts agree that the idea of silent firing is nothing new, as evidenced by decades of employee engagement surveys. By 2022, the impact of low participation due to multiple factors, including staff fatigue due to the pandemic, severe staff shortages, simultaneous isolation from telecommuting and fear of returning to work, has become a media-reported "silent exit" trend. "". . Employment, inflation, decline in workers' purchasing power and dependency issues.
There is an important difference in this definition. lack of self-effort can be active or passive; it usually develops over time and is perceived as passive, whereas boundary setting is usually more active, intentional, direct, and positive. Many employees who set limits do so in order to stay actively engaged during work hours, unlike others who “drop in and stay” without discretionary work, regardless of the hours worked. Unlike the employees who left the company as part of the "Great Resignation", this last group of employees "left and stayed".
Effective leaders know that research shows that 30% of American workers struggle financially, 43% struggle to meet their basic needs, and 62% feel overwhelmed at work. Effective managers strive to meet the unique physical, emotional, financial, and social needs of employees and promote the physical and psychological safety that allows employees to continue to engage and thrive in the most challenging environments. 86% of employers prioritize tackling stress, fatigue, anxiety, depression and reducing absenteeism.
Thanks to Jill Haveli and Steve Young of WTW, research shows that effective leaders also take the following additional steps to increase employee engagement:
- Talk to the staff and listen to what they have to say and don't say it. Effective leaders use employee surveys and focus groups (virtual or traditional) to gather feedback from their employees. Employees want to be heard and understood.
- Bridging the gap between words and actions for wellbeing and empowering workers to make healthy choices. Effective managers show employees that they care about them and their well-being through actions, not words. This often means supporting their decisions and providing them with the resources they need to succeed.
- Define and shape the experience managers want to provide their employees. Effective managers determine what is needed to provide employees with the desired experience. They build and implement plans with careful planning, time and commitment at all levels of management.
- Inspiring people with clear direction and purpose, originality and compassion. Effective leaders cut through the noise by clearly communicating their vision and the business journey to achieve it. It helps employees know how to create value for their organization.
- Help your employees understand the big picture of their compensation and benefits. Employee benefits are often called "hidden pay." In addition to base salary and incentives, displaying the full value of their total compensation can increase employee awareness of the programs, resources and perceived value of what the company has to offer.
Effective leaders know that more than half of American workers are looking for new opportunities or are at risk of leaving their employer, while others are at risk of leaving and staying. These leaders are taking steps to re-prioritize engagement and reduce silent resignations.