Question 4: Is the organization investing in development?

Development is a key driver of employee engagement. Not surprisingly, when people feel that their careers are being developed, they’re more satisfied and invested in their work. The Great Resignation certainly spotlighted how far people would go (literally) for development. And current statistics only serve to continue to validate this trend. (According to McKinsey’s Bonnie Dowling, 40% of workers globally are considering leaving their job within 3-6 months as reported by CNBC.)

Investing in development offers those who want to contribute more the basis for being able to do so. Making workshops, webinars and on-demand resources available to employees sends a clear signal of value. And when tasks are connected to organic opportunities for growth, work immediately becomes more meaningful, and people are more inspired to expend discretionary effort.

Quiet quitting” is less about the workforce and more about the systems within which it operates. Organizations must re-think the employee experience and their role in the current engagement crisis. And managers must ask themselves some fundamental questions to diagnose the cause and take steps to address it. That’s how we’ll turn “quiet quitting” into noisy new contributions.

By Julie Winkle Giulioni