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Quiet Quitting & Negative Labels

This week we have talked a lot about quiet quitting and negative labels. 

James shared a story about his wife dealing with a family sickness. Instead of giving her a negative tag like a quiet quitter, her employer decided on compassion and support by dropping her workload to a four-day week and allowing her to help and heal her family.

This organisation still employs her and is now in a better place. She continues to go above and beyond for the organisation and other colleagues who may need extra help because they were there when she needed it.

Where would you want to work, the company that, in your time of need, tars you with a negative label or the one that shows compassion and support?

Loyalty isn’t a one-way street.

James Dean had some very strong words on what he thought the label meant for leadership.

“Quiet Quitting” is a clear indication of poor leadership.

If you’re a leader and you suspect that your team is experiencing this problem, it’s crucial to take responsibility and find a solution. However, it’s important to avoid identifying specific individuals as “quiet quitters” and creating a divisive “us vs them” mentality.

Labels, whether positive or negative, create barriers rather than promoting inclusion. For example, singling out a superstar performer could lead to other team members feeling unappreciated and disengaged. To build a successful team, it’s important to recognise the value of collective effort and ensure that all team members feel valued and heard.

This is especially important for introverted or neurodivergent team members who may struggle to integrate into the team quickly. By creating an environment that fosters inclusivity and avoids negative labelling, these team members can contribute significantly to the team’s success.

Research has shown that company culture is critical for achieving success and gaining a competitive advantage. However, it’s essential to recognise that managers may feel more connected to the company’s purpose than other employees. To create a balanced team, it’s important to ensure that everyone feels included and valued.

When employees feel appreciated, they are more likely to go above and beyond their basic responsibilities, whether to help their colleagues, the business, or their own career. However, negative labelling can lead to demotivation and decreased effort. To build a successful team, it’s important to foster an environment where all team members feel valued, included and motivated to contribute.



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