Conversation between Judit Hordai, Director of People at Foodpanda and Nauveed Salim, Director of SEA at EngageRocket

Conversation summary

“Quiet quitting” is the latest workplace buzzword everybody is talking about. But behind the trend, the crisis seems real, with at least 50% of the U.S. workforce identified as "Quiet quitters" - mostly among younger generations. Many have cited that this phenomenon is nothing new, just an old behavior with a new name.

In this conversation with Judit Hordai and Nauveed Salim, we address the challenges of quiet quitting and what leaders can do to reconnect with their teams.

Key learnings and best practices 

How can organizations use the 'quiet quitting' movement as an opportunity to create more engaging experiences and especially with younger generations?

• It's important to be close to the ground and understand the general sentiment for disengagement.

• Regular conversations with employees and rethinking job design for the younger generation are essential to help them find their purpose and satisfaction with their job. What worked 2 years ago may not work anymore.
  

As leaders, how do we go about bridging this gap and spotting the early signs of disengaged employees?

• A manager’s ability to build close relationships is critical in every leadership position to spot early signs of disengagement. Employees are much less likely to check out in an environment that cares for them.

• Having honest conversations is important to understand the problems they’re facing whether it's work-related or personal. Creating time and a psychologically safe space for employees to have these conversations will allow managers to create an environment where they can help their people.

Where do you start to create and implement a competitive employee experience that not only retains but attracts employees?

• When it comes to attracting talents, nothing is more powerful than word of mouth. Attracting talent comes when you manage to keep your own talents happy first.

• To implement a competitive employee experience, understand what people value first and align this with your company’s cultural values. Once this is achieved, map this throughout the entire employee journey.

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