Beat Quiet Quitting with Great Managers!

When more and more employees start wanting to do just a 'good enough' job instead of a great one, your organization stands to lose out on unseen opportunities as well as an engaged employee culture. This is where we believe great managers can turn the tide!

Is Quiet Quitting an Employee issue? We think not!

Many young employees are hopping on the trend of quiet quitting. This means they do their jobs just well enough; nothing less and nothing more. Technically, there is nothing wrong with quiet quitting. But we think it can breed a culture of resistance, discouraging innovation and incredible talent. 

And we believe, it may just be coming from a place of not having effective managers!

As per recent research, managers who are rated highly by their employees see only 3% of quiet quitters in their team. And have 62% of employees say that they would go the extra mile for them. In contrast, low-rated managers have 14% of employees acting as quiet quitters with barely 20% willing to go beyond their KPIs. 

This is why empowering managers, and training them for effectiveness is crucial. They can be the key to getting the best out of your employees and making them feel motivated and engaged to do a great job.

How can you ensure that? Here are a few actions you can take starting today!

Effectively equip and support your managers

Our experience shows that when managers don’t feel supported by the management, they are less effective at managing their teams. This is also true for managers who feel they do not have the freedom to make decisions. Or the trust of the leaders to bring about innovation. 

By allowing your managers autonomy, you can build their confidence and make them feel supported to lead a team that goes beyond just ‘good enough’ to great!

Strengthen your managers’ expertise with the right skills

Managers who are great at their jobs automatically lead better teams. This is why upskilling your managers is crucial. It also tells them that the leadership is willing to invest in their growth and development. 

Hence, providing the right training to your managers can be a great way of ensuring that they are able to get the most out of their employees. 

Transform managers into coaches and mentors

This has to do more with a mental shift. Managers can often get stuck in simply managing the employees and ensuring deliveries. This can sometimes make them feel detached from their employees’ growth. Which is why we believe that organizations must cultivate a sense of mentorship in the managers. 

By doing so, you can ensure that they feel encouraged to participate in their employees’ career growth. And thus make their employees feel included and cared for. Thereby driving better performance and innovation.

Drive communication and trust

Various studies suggest that trust and communication are the main factors that determine the quality of the relationship between a manager and their direct report. 

This is why it is necessary to create opportunities for regular communication and engagement between managers and their teams. So they can align themselves and build a relationship that breeds commitment and motivation to deliver great work.

We often forget that the employees are only as strong, as dedicated, and as motivated as their managers. This is why the solution to quiet quitting must start with your managers. 

Get in touch with us at if you wish to discover opportunities of empowering your managers. 

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