Hybrid work and completely remote work may be a new normal, but when it comes to building company relationships it can be a complete mess for everyone. Carla Fowler, a former doctor and scientist turned performance coach, identifies three strategies based on cutting-edge performance science and psychology designed to help remote teams get things done.
The Future is a Hybrid Model
ADP research reports that 65% of global workplaces have adopted or are adopting a hybrid work model. While a boon for employees, leaders struggle to organize their teams across time zones and Slack channels. It’s having an impact on morale, collaboration, productivity, and any kind of effort focused on building community.
What is “Quiet Quitting?”
Employees can take advantage of remote opportunities by engaging in so-called “quiet quitting,” where they do the minimum amount of work possible to avoid being let go from their job and continue collecting a salary. Employers look for employees who always go above and beyond, but “quiet quitters” put in no more time, effort, or enthusiasm than is necessary to maintain their position.
“In a hybrid environment with less time to check in with your team,” Carla explains, “it becomes even more important for your team to have clarity about their roles, goals, and priorities. They need a shared structure that guides the work outside of the in-person time so they know how to win as individual contributors and as a team.”
The Three Strategies
These three strategies at Thaxa executive coaching are designed to solve this problem for leaders and help employees grow as a team to be enthusiastic about their work and realize the company’s mission.
Start with the “Why”
The first strategy to prevent quiet quitting is to “start with the ‘why.’” Leaders have to identify exactly why their team is engaging in quiet quitting. Most of the time, it isn’t just laziness. Employees can feel demotivated when they are separated from their team in a remote environment and do not see their success recognized.
“One challenge of hybrid environments is the loss of visibility and recognition for your team. The in-person time gets soaked up organizing the work to be done. The moments for being seen and congratulated in the break room by yourself or another leader are lost. This loss of recognition is not only demotivating, but can also reduce the number of promotional and developmental opportunities available to your team members. Fortunately, as a leader, you can give your team moments to shine.”
Clear Communication
This links up nicely with the second strategy for preventing quiet quitting, “clear communication.” If, for example, an employee is feeling demotivated by a lack of recognition, a leader should take the initiative and praise them for their successes. Clear communication is also a tool for establishing expectations to prevent employees from doing the bare minimum.
Constructive Feedback
The third and last strategy is to provide construction in regular feedback. In a remote environment, employees are often left to their own devices, only receiving enough instruction to complete a given task. When the task is finished, they should receive the same positive construction and suggestions for areas to improve that they would in the office. Be proactive about providing feedback, and their levels of productivity will improve.
How Carla and Thaxa Find the Big Picture
With strategies like these, alongside professional executive coaching, Thaxa offers any leader the ability to step back and understand the big picture for their company. Quiet quitting is a major issue in this hybrid and remote work transitional period, making it essential to keep up with strategies that help employees stay motivated and leaders informed.
