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A Manager's Guide to Employee Engagement in the Age of 'Quiet Quitting'

In today's fast-paced business landscape, hiring managers are facing a unique challenge: the era of "quiet quitting." Haven’t heard the buzz on quiet quitting? While it may not be a term you've heard before, it's a phenomenon that's affecting businesses of all sizes. quiet quitting refers to employees who disengage from their work, but instead of leaving the organization immediately, they stay onboard, presenting a new set of challenges for employers, managers and teams.

So what’s a manager to do?

Check out our insights and practical tips on promoting employee engagement in this era of quiet quitting.

Understanding quiet quitting

To effectively combat quiet quitting, it's essential to understand what drives it. Employees who engage in quiet quitting often exhibit the following behaviors:

  1. Reduced Productivity: They no longer put in their best effort, which leads to decreased productivity and quality of work.

  2. Lack of Initiative: These employees stop coming up with new ideas or contributing to team discussions, as they feel disconnected from the organization's goals.

  3. Limited Collaboration: They tend to avoid teamwork and collaboration, which can hinder the overall progress of the team or project.

  4. Increased Absenteeism: Quiet quitters may take more frequent sick leaves or days off, often citing vague reasons.

  5. Emotional Withdrawal: They become emotionally distant from their colleagues and managers, making it challenging to address their concerns.

  6. Negative Attitude: They may exhibit a pessimistic attitude, which can affect team morale.

Now that we've defined quiet quitting, let's delve into some strategies that hiring managers can employ to promote employee engagement and combat this challenge.

1. Foster a Culture of Open Communication

One of the primary reasons employees resort to quiet quitting is the lack of open and honest communication channels within the organization. Say it again for the people in the back…open communication is KEY to employee engagement!

As a hiring manager, it's your responsibility to create an environment where employees feel comfortable expressing their concerns, ideas, and feedback without fear of repercussions.


  • Schedule regular one-on-one meetings with your team members to discuss their goals, challenges, and aspirations.

  • Encourage employees to provide anonymous feedback through surveys or suggestion boxes.

  • Establish an open-door policy and ensure that employees know they can approach you or their immediate supervisors with any issues.

2. Invest in Professional Development

Employees are more likely to stay engaged when they see a clear path for their professional growth within the organization. By investing in their development, you not only enhance their skills but also demonstrate your commitment to their success.


  • Provide opportunities for skill-building through workshops, courses, or certifications.

  • Create a mentorship program that connects experienced employees with those looking to learn and grow.

  • Discuss career advancement plans during performance reviews to give employees a sense of direction.

3. Recognize and Reward

Recognizing and rewarding employees for their hard work and achievements can significantly boost their engagement levels. People want to feel valued and appreciated for their contributions.


  • Implement a rewards and recognition program that acknowledges outstanding performance.

  • Celebrate both small and large milestones, such as work anniversaries and project successes.

  • Personalize recognition efforts to suit individual preferences, whether it's public praise or private acknowledgment.

4. Maintain Work-Life Balance

The boundaries between work and personal life have become increasingly blurred in today's digital age. It's crucial to ensure that your employees can maintain a healthy work-life balance to prevent burnout and disengagement.


  • Encourage employees to take their allotted vacation days and disconnect during their time off.

  • Promote flexible work arrangements, such as remote work or flexible hours, where possible.

  • Lead by example by prioritizing your own work-life balance and respecting your team's personal time.

5. Build a Sense of Purpose

Employees who understand how their work contributes to the organization's larger mission are more likely to stay engaged. It's vital to communicate the company's vision and purpose clearly.


  • Hold regular meetings to reiterate the company's mission, values, and long-term goals.

  • Share success stories that highlight the positive impact of employees' contributions.

  • Encourage employees to take on projects aligned with their interests and passions.

6. Provide Opportunities for Feedback and Improvement

To prevent quiet quitting, it's essential to address issues before they escalate. Create mechanisms for continuous feedback and improvement.


  • Conduct regular performance evaluations and provide constructive feedback.

  • Develop action plans to help employees overcome challenges and reach their goals.

  • Encourage employees to participate in the decision-making process and offer solutions to problems.

7. Promote Team Building and Social Interaction

Strong interpersonal relationships can significantly impact engagement levels. Encourage team building activities and social interactions to foster a sense of belonging.


  • Organize team-building events, both in-person and virtual, to strengthen bonds among team members.

  • Create opportunities for employees to socialize and connect outside of work-related tasks.

  • Consider cross-functional projects that allow employees to work with colleagues from different departments.

8. Lead with Empathy and Compassion

In challenging times, such as the current era of "quiet quitting," demonstrating empathy and compassion can go a long way in retaining and re-engaging your team members.


  • Be understanding of personal challenges employees may be facing and offer support where possible.

  • Show empathy by actively listening to their concerns and providing emotional support.

  • Lead by example by maintaining a positive attitude and demonstrating resilience in the face of adversity.

9. Monitor Engagement Metrics

To gauge the effectiveness of your efforts in combating "quiet quitting," it's essential to monitor engagement metrics regularly. Surveys, feedback sessions, and turnover rates can provide valuable insights into the state of employee engagement within your organization.


  • Conduct employee engagement surveys at regular intervals to measure satisfaction and identify areas for improvement.

  • Analyze turnover rates to detect any unusual spikes or trends.

  • Use data to make informed decisions and adjust your strategies accordingly.

10. Seek External Support

If you're struggling to combat quiet quitting despite your best efforts, consider seeking external support. TalentFund, for example, specializes in helping businesses like yours find and retain top talent, which can make a significant difference in addressing this issue.


  • Collaborate with recruitment agencies like TalentFund to find candidates who are a cultural fit and committed to long-term engagement.

  • Seek advice from HR consultants or organizational development experts to assess and improve your employee engagement strategies.

In the era of "quiet quitting," hiring managers play a crucial role in preventing disengagement and retaining top talent. By fostering open communication, investing in professional development, recognizing and rewarding employees, and addressing issues proactively, you can create an environment where employees thrive and remain committed to their roles. Remember that employee engagement is an ongoing process that requires continuous effort and adaptation. By implementing these strategies and seeking external support when needed, you can navigate this challenging era with confidence and success.

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