John Abrahamson’s Post

According to Gallup 59% of employees are: "Watching the clock as they fill a seat." As my good friend Justin Wright points with this amazing post... Quiet quitting isn't what you think. It's about mentally checking out, rather than leaving a job. With little interest or enthusiasm, your people do as little as they can. It's like a silent alarm, happening right before your eyes. And it's a huge deal. Why? Because it affects: • The morale of your team • The producitivity of your team • The profitability of your company • And the overall success of your people This is not what you want. You want the best from your team. Especially when resources are already stretched thin. So, what can employers do? Here's your checklist: ➡️ Listen More Speak to your team more often. Truly hear what they say. Then take act on it. ➡️ Publicly Praise A "thank you" goes a long way. And public recognition boosts morale. ➡️ Promote Better Balance Overworked employees will burn out. Encourage and celebrate life outside work. ➡️ Provide Chances to Grow Show them a career path. Provide training. Invest in their future. ➡️ Build a Positive Culture Ensure everyone feels respected and valued. Demonstrate positivity and kindness. ➡️ Set Clear Goals Aim for nothing, hit nothing. Clearly define goals. Tell them what you expect. ➡️ Lead by Example Show excitement. Work hard. Role model the behaviors you want to see. Quiet quitting is a leadership opportunity, not an employee issue. It's a chance to re-invigorate, re-engage, and revitalize your company. And the best time to start? Today. Have you seen any quiet quitting signs at work? P.S. Find this helpful? Repost for your network ♻️. Follow Eric Partaker for more posts like this and subscribe to my newsletter: https://lnkd.in/dYFGjFPc

According to Gallup 59% of employees are: "Watching the clock as they fill a seat." As my good friend Justin Wright points with this amazing post... Quiet quitting isn't what you think. It's about mentally checking out, rather than leaving a job. With little interest or enthusiasm, your people do as little as they can. It's like a silent alarm, happening right before your eyes. And it's a huge deal. Why? Because it affects: • The morale of your team • The producitivity of your team • The profitability of your company • And the overall success of your people This is not what you want. You want the best from your team. Especially when resources are already stretched thin. So, what can employers do? Here's your checklist: ➡️ Listen More Speak to your team more often. Truly hear what they say. Then take act on it. ➡️ Publicly Praise A "thank you" goes a long way. And public recognition boosts morale. ➡️ Promote Better Balance Overworked employees will burn out. Encourage and celebrate life outside work. ➡️ Provide Chances to Grow Show them a career path. Provide training. Invest in their future. ➡️ Build a Positive Culture Ensure everyone feels respected and valued. Demonstrate positivity and kindness. ➡️ Set Clear Goals Aim for nothing, hit nothing. Clearly define goals. Tell them what you expect. ➡️ Lead by Example Show excitement. Work hard. Role model the behaviors you want to see. Quiet quitting is a leadership opportunity, not an employee issue. It's a chance to re-invigorate, re-engage, and revitalize your company. And the best time to start? Today. Have you seen any quiet quitting signs at work? P.S. Find this helpful? Repost for your network ♻️. Follow Eric Partaker for more posts like this and subscribe to my newsletter: https://lnkd.in/dYFGjFPc

According to Gallup 59% of employees are: "Watching the clock as they fill a seat." As my good friend Justin Wright points with this amazing post... Quiet quitting isn't what you think. It's about mentally checking out, rather than leaving a job. With little interest or enthusiasm, your people do as little as they can. It's like a silent alarm, happening right before your eyes. And it's a huge deal. Why? Because it affects: • The morale of your team • The producitivity of your team • The profitability of your company • And the overall success of your people This is not what you want. You want the best from your team. Especially when resources are already stretched thin. So, what can employers do? Here's your checklist: ➡️ Listen More Speak to your team more often. Truly hear what they say. Then take act on it. ➡️ Publicly Praise A "thank you" goes a long way. And public recognition boosts morale. ➡️ Promote Better Balance Overworked employees will burn out. Encourage and celebrate life outside work. ➡️ Provide Chances to Grow Show them a career path. Provide training. Invest in their future. ➡️ Build a Positive Culture Ensure everyone feels respected and valued. Demonstrate positivity and kindness. ➡️ Set Clear Goals Aim for nothing, hit nothing. Clearly define goals. Tell them what you expect. ➡️ Lead by Example Show excitement. Work hard. Role model the behaviors you want to see. Quiet quitting is a leadership opportunity, not an employee issue. It's a chance to re-invigorate, re-engage, and revitalize your company. And the best time to start? Today. Have you seen any quiet quitting signs at work? P.S. Find this helpful? Repost for your network ♻️. Follow Eric Partaker for more posts like this and subscribe to my newsletter: https://lnkd.in/dYFGjFPc

According to Gallup 59% of employees are: "Watching the clock as they fill a seat." As my good friend Justin Wright points with this amazing post... Quiet quitting isn't what you think. It's about mentally checking out, rather than leaving a job. With little interest or enthusiasm, your people do as little as they can. It's like a silent alarm, happening right before your eyes. And it's a huge deal. Why? Because it affects: • The morale of your team • The producitivity of your team • The profitability of your company • And the overall success of your people This is not what you want. You want the best from your team. Especially when resources are already stretched thin. So, what can employers do? Here's your checklist: ➡️ Listen More Speak to your team more often. Truly hear what they say. Then take act on it. ➡️ Publicly Praise A "thank you" goes a long way. And public recognition boosts morale. ➡️ Promote Better Balance Overworked employees will burn out. Encourage and celebrate life outside work. ➡️ Provide Chances to Grow Show them a career path. Provide training. Invest in their future. ➡️ Build a Positive Culture Ensure everyone feels respected and valued. Demonstrate positivity and kindness. ➡️ Set Clear Goals Aim for nothing, hit nothing. Clearly define goals. Tell them what you expect. ➡️ Lead by Example Show excitement. Work hard. Role model the behaviors you want to see. Quiet quitting is a leadership opportunity, not an employee issue. It's a chance to re-invigorate, re-engage, and revitalize your company. And the best time to start? Today. Have you seen any quiet quitting signs at work? P.S. Find this helpful? Repost for your network ♻️. Follow Eric Partaker for more posts like this and subscribe to my newsletter: https://lnkd.in/dYFGjFPc

According to Gallup 59% of employees are: "Watching the clock as they fill a seat." As my good friend Justin Wright points with this amazing post... Quiet quitting isn't what you think. It's about mentally checking out, rather than leaving a job. With little interest or enthusiasm, your people do as little as they can. It's like a silent alarm, happening right before your eyes. And it's a huge deal. Why? Because it affects: • The morale of your team • The producitivity of your team • The profitability of your company • And the overall success of your people This is not what you want. You want the best from your team. Especially when resources are already stretched thin. So, what can employers do? Here's your checklist: ➡️ Listen More Speak to your team more often. Truly hear what they say. Then take act on it. ➡️ Publicly Praise A "thank you" goes a long way. And public recognition boosts morale. ➡️ Promote Better Balance Overworked employees will burn out. Encourage and celebrate life outside work. ➡️ Provide Chances to Grow Show them a career path. Provide training. Invest in their future. ➡️ Build a Positive Culture Ensure everyone feels respected and valued. Demonstrate positivity and kindness. ➡️ Set Clear Goals Aim for nothing, hit nothing. Clearly define goals. Tell them what you expect. ➡️ Lead by Example Show excitement. Work hard. Role model the behaviors you want to see. Quiet quitting is a leadership opportunity, not an employee issue. It's a chance to re-invigorate, re-engage, and revitalize your company. And the best time to start? Today. Have you seen any quiet quitting signs at work? P.S. Find this helpful? Repost for your network ♻️. Follow Eric Partaker for more posts like this and subscribe to my newsletter: https://lnkd.in/dYFGjFPc

According to Gallup 59% of employees are: "Watching the clock as they fill a seat." As my good friend Justin Wright points with this amazing post... Quiet quitting isn't what you think. It's about mentally checking out, rather than leaving a job. With little interest or enthusiasm, your people do as little as they can. It's like a silent alarm, happening right before your eyes. And it's a huge deal. Why? Because it affects: • The morale of your team • The producitivity of your team • The profitability of your company • And the overall success of your people This is not what you want. You want the best from your team. Especially when resources are already stretched thin. So, what can employers do? Here's your checklist: ➡️ Listen More Speak to your team more often. Truly hear what they say. Then take act on it. ➡️ Publicly Praise A "thank you" goes a long way. And public recognition boosts morale. ➡️ Promote Better Balance Overworked employees will burn out. Encourage and celebrate life outside work. ➡️ Provide Chances to Grow Show them a career path. Provide training. Invest in their future. ➡️ Build a Positive Culture Ensure everyone feels respected and valued. Demonstrate positivity and kindness. ➡️ Set Clear Goals Aim for nothing, hit nothing. Clearly define goals. Tell them what you expect. ➡️ Lead by Example Show excitement. Work hard. Role model the behaviors you want to see. Quiet quitting is a leadership opportunity, not an employee issue. It's a chance to re-invigorate, re-engage, and revitalize your company. And the best time to start? Today. Have you seen any quiet quitting signs at work? P.S. Find this helpful? Repost for your network ♻️. Follow Eric Partaker for more posts like this and subscribe to my newsletter: https://lnkd.in/dYFGjFPc