Reverse the Trend of Quiet Quitting

If you run or manage a big organization, you’ve likely encountered the term quiet quitting. 

Quiet quitting refers to a trend where employees perform at the minimum required level, mindfully disengaging from extra effort and initiatives, and only putting in the necessary effort to stay employed. Quiet quitting is reactionary. It’s a trend associated with high turnover, burnout, and disengagement. However, the root cause likely lies in a gap in one of the organization’s four foundational structures–your People Systems.

In a previous post, we explored four foundational systems essential for large organizations that want to align strategic priorities and achieve operational excellence. These include:

• Voice of the Customer
• Management Systems
• Work Systems
• People Systems

Edward Demings, business theorist and economist, once said, “94% of all failures in business are due to the system, not the people. If team members have disengaged, it’s because your People Systems have failed to support them.

Building Robust People Systems to Stop Quiet Quitting

People Systems go beyond processes. Without them, even your top talent may check out.  People Systems foster a culture of growth, innovation, and collaboration. If your objective is to reverse the trend of quiet quitting and create a culture of innovative, engaged employees who are invested in their work, you need a robust People System that will support them and foster this culture.

8 Components of Healthy People Systems

As a business consultant, I work with organizations to reverse the trend of quiet quitting. I’ve co-developed a diagnostic that assesses eight areas essential for a workplace filled with resilient, motivated people:

1. Skills and Development Learning – do employees have the resources to grow and close skill gaps?
2. Innovation Culture – is creativity encouraged, with ideas surfacing from all levels of your workplace (executive, mid, and customer-facing)?
3. Empowerment and Engagement – does your organization offer autonomy and purpose, allowing people to make meaningful contributions?
4. Environment – is open, constructive dialogue promoted?
5. Talent Management – does your organization develop future leaders and critical skills effectively?
6. Performance Management – are outcomes and incentives clear and aligned with your organization’s goals?
7. Recognition – is there a culture of gratitude that recognizes meaningful contributions?
8. Collaboration – are teams cross-funtional, collaborative, and focussed on breaking down silos?

These components may seem straightforward, even obvious, but often remain underdeveloped. Firms typically focus on a few areas, neglecting the rest. However, People Systems will not function unless all eight areas are developed to maturity. 

In a market overrun by AI, automation, and disruption, investing in People Systems goes beyond building morale–it’s foundational to a resilient organization that adapts to change, retains top talent, and competes effectively. To reverse the trend of quiet quitting, people need to feel empowered, valued, and encouraged to grow and develop. 

If it’s time to address the core system impacting employee experience, our Diagnostic Tool provides the insight to evaluate and strengthen all eight components of healthy People Systems.

Get started by calling 416.528.7990 or reach out using our contact page.