Employers are increasingly aware of the vital role that line managers play in hybrid and remote-working contexts
The quiet quitters are getting quiet fired. Remote work has made communication harder, fuelling a 'quiet' showdown between employees and employers
Mahi Sall, Advisor, Fintech-Bank Partnerships, Payments and Financial Inclusivity
January 25th, 2023
Mahi Sall is the CEO & Founder of FinXpair, a Berlin-based strategic advisory boutique firm focu[...]
Managers are Vital to Culture and Drivers of Engagement | Quiet Quitters are Getting Fired
Raconteur | Cath Everett| Oct 19, 2022
Employers are increasingly aware of the vital role that line managers play in hybrid and remote-working contexts
- Line managers used to be considered “pivotal” to organisational success in a world that is moving increasingly towards hybrid working, Managers are now recognised as “critical catalysts for change”.
- They are also understood to be “carriers of culture, the glue, drivers of performance and engagement, and connectors”
- Managers play a crucial role in creating a positive employee experience, which includes becoming effective coaches who proactively support and develop their teams. Also vital is becoming a skilful storyteller as “crafting narratives to win buy-in and support purpose” is the “glue” that binds everything else together.
See: Work Trends: Employees Feel the Opposite but the ‘Data doesn’t lie’ | Women Leaving Companies at Highest Rate Ever
- This layer is critical as middle managers are ultimately responsible for engaging and motivating teams on a daily basis – they’re the first point of contact, whether virtually or in person
- Managers need to become connectors with soft skills. This means facilitating connection-focused conversations to ensure employees are highly engaged. What this means in practice is that managers operating in a hybrid or remote-working context are now required to demonstrate higher levels of proficiency in soft skills.
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Financial post | | Oct 25, 2022
The quiet quitters are getting quiet fired. Remote work has made communication harder, fuelling a 'quiet' showdown between employees and employers
- Quiet Quitting: You’ve probably heard of quiet quitting, in which workers refuse to do much more than meet the expectations laid out in their job descriptions. That sounds reasonable enough to most employees — and many have argued the term simply means doing your job — but bosses haven’t been too pleased about it.
- Four out of 10 managers in Toronto say they’re putting in extra time and effort because staff under the age of 30 are doing less, according to a recent poll conducted by recruiter Robert Walters Canada.
- The young professionals pulling back at work say it’s mostly because they aren’t paid enough. As high inflation and the rising cost of living take a bite out of paycheques, many employees assume their employers can and should make up the difference with a hefty raise.
See: Slack Survey Insights: How to Make Hybrid Work Successful
- Quiet Firing: As a result, we’re witnessing a silent war play out between employees and their managers, some of whom are fighting back in their own passive-aggressive way by “quiet firing” the quiet quitters.
- Quiet firing subtly freezes out an employee by either avoiding one-on-one conversations, refusing to provide feedback, neglecting to share critical information needed to do a job, passing them over for a promotion or subjecting them to stingy raises — or no raise at all — while co-workers are awarded more.
- The effect can be demoralizing for an employee, which is exactly the point. “Eventually, you’ll either feel so incompetent, isolated and unappreciated that you’ll go find a new job, and they never have to deal with a development plan or offer severance”
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