What's Happening At Work?
As a team here at Hire Standard, we often have pretty interesting conversations, sometimes they’re even work related. The other day we were discussing the topic of 'quiet quitting' and 'quiet firing' which have been trending topics in the media. There was some discussion about the different meanings and causes for these workplace phenomena. Some of us felt that they are synonymous with disengagement and constructive dismissal respectively. Others thought that 'quiet quitting' is more about setting boundaries and finding balance, however, it’s really not a great phrase to define it. We agreed that it’s hard to put the trends of 'quiet quitting' and the 'great resignation' in a box. There's a lot of nuance and variables to consider in any given scenario involving people and workplaces. Shortly after we came across a podcast with three big hitters in the world of organizational psychology. Brené Brown, Adam Grant and Simon Sinek teamed up in this 2-part podcast where they had a conversation surrounding this very topic, among other observations they have around the current state of employees and the workforce. It is a worthwhile listen to hear these highly reputable and influential social scientists share their ideas and insights. Here are a few nuggets that we took from it.
Communication skills, specifically listening, are especially important human skills to emphasize and develop.
Match your communication mode to the message. If it's relaying information, a text or email is ok. If it's a conversation, pick up the phone or meet in person.
A conversation in person will usually diffuse any frustration or misunderstanding.
It's important for managers to share parts of their lives with their employees to make them more approachable and relatable.
There is a difference between transparency and vulnerability. Be transparent with everyone, be vulnerable with a few.
Vulnerability is asking for someone to talk to you or help you and involves risking rejection. Posting on social media about your struggles or complaints is not vulnerability.
When communicating boundaries offer what you are willing to do and not just what you won’t.
While employees are striving to find balance and setting boundaries, it’s advised not be too rigid. If there are busy times, you might need to work a bit more, understanding that it’s not the norm. The workload will ebb and flow and, with perspective, employees can be more accommodating to the needs of the day.
Employers who offer flexibility will gain cooperation and willingness from their employees.
Being optimistic does not mean blind or naïve positivity. It is being realistic and hopeful. Acknowledging that things aren’t perfect and there will always be challenges, but not being cynical and having a defeatist attitude.
While these thinkers put forward ideals for how things ought to be, don’t quit or cancel people when it’s not there yet. Work through some of the challenges with open, honest communication and perspective that change takes time.
We joked after listening, maybe we should start our own podcast. But if you ever want to come for a coffee and a chat and join the ongoing convo, give us a call, we’d love to connect.