“Quiet quitting” is a hot topic in the work force parlance these days. The Wall Street Journal has even jumped in on it. Basically, if your employees are unhappy, productivity will suffer. You may not know they’re unhappy and “quiet quitting.” We’re here to help you understand that these issues could inherently be tied to blind spots – and how to address what you may not know about, moving forward.
Quiet Quitting in Supply Chain
Quiet quitting seems to be the talk of the town in the professional world nowadays. First it was “remote working will die” then it was “hybrid and flexible work environs” and now it’s quiet quitting. To be fair, folks do love a good trending topic. So why not hop on that train as well?
Quiet quitting is a phenomenon recently coined for folks that do the bare minimum to keep their jobs. If you’ve ever worked a government job, there was a term for a lot of the long-time workers called “retired at your desk.” Basically, since you can’t get fired from a government job, folks just showed up for work, did next to nothing, and got their checks and pensions. This is no sleight to any government workers whatsoever. Just a term that was picked up as a government worker.
The term might be new but the act of quiet quitting most definitely is not. For as long as people have been working, there has been employee dissatisfaction and unproductive employees. People clock watch, take long lunches, waste time on menial tasks, and more. Some of us actually worked in the professional world before the internet, much less social media. Can you even imagine how time got wasted without surfing the net or social media? Distractions are more rampant than ever before, so the lack of production can be tied to that, in part.
But, a note to employers out there: This is still a candidate driven job market, especially in supply chain. If you think you have employees that are “quiet quitting,” that likely says as much about the work culture as it does about the individual or individuals in question.
Are you doing enough to invest in your team?
Do you provide an adequate feedback loop so employees can lay some hard truths on you as a leader?
Are you providing opportunities for growth and development?
Do you encourage your team members to learn more about their craft?
Most of all, do you simply stop by their desks and tell them how much you appreciate what they do? A little bit of acknowledgement can go a long way.
Think about it this way: You’re in a very busy restaurant. Servers are running around crazily. You know it could be a minute. But, a diligent server with their hands full makes eye contact with you, acknowledging your presence and maybe raises a finger to say “be with you in a second.” That buys the server valuable time. Now, consider being sat in a relatively calm and not so busy restaurant. A few minutes go by, no one has greeted you. You see a gaggle of servers lingering around the bar and eventually one saunters over with not much of a sense of urgency. You probably won’t come back to the restaurant that doesn’t value a guest experience. The server is the boss in both cases; one takes the time to give a simple acknowledgement. The other? Can’t be bothered.
Supply Chain is people. Whether it’s front line transportation workers in freight, rail, and trucking or warehouse order pickers or your regional distribution managers, your people make your money. They keep you competitive. They keep your supply chain alive and thriving. Keep them satisfied as best you can.
You can’t please everyone -and sometimes you shouldn’t. But there are some things you can do to ensure that you’re covering your blind spots.