Quiet quitting. And when brand trumps culture.

Yay, spring is here! It's my favourite season in the world, I just love the flowers springing up and the warmer weather.?

As more big brands hit the headlines with claims of harassment, bullying and toxic cultures, perhaps the time is coming where they can no longer rely on their household name to stay an employer of choice. And with quiet quitting doing the rounds alongside the great resignation, workplace culture is going to be the difference between keeping and losing staff.?

IN THE NEWSQuiet quitting is being talked about everywhere. Sparked by a 24-second TikTok video where the creator says,

“You’re not outright quitting your job, but you’re quitting the idea of going above and beyond. You’re still performing your duties, but you’re no longer subscribing to the hustle-culture mentality that work has to be your life. The reality is it’s not and your worth as a person is not defined by your labour.”

There has been great debate online. Many employees are agreeing, many employers are groaning. I think it creates an opportune moment for workplaces to engage their staff and collaboratively build a culture that works for everyone.?

I certainly don’t believe that hustle-culture has ever been healthy. And the boundaries between work and home life continued to be blurred even post lockdowns. I’d love to see organisations use this as a moment in time to reset by asking, listening and acting so no-one feels the need to quietly quit.?

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TOPIC OF THE MONTH

A great brand score is not always reflected in its workplace culture. We only have to look to organisations like Apple, Sony, Facebook, the Parliament of Australia and Google to see this.?

But poor or toxic workplace cultures have dire consequences and significantly cost employers. Employees who report high levels of toxic behaviour at work are eight times more likely to report burnout symptoms. Those experiencing burnout are six times more likely to quit their job in the short term.

Up until the last couple of years, big brands have been able to use their logo as a trump card. Despite the claims, court cases and news coverage, people still want to work there because the brand looks good on their CV.

But slowly, the tide is turning and employers need to be hyper-aware of this or risk losing valuable staff.?So how can organisations ensure their culture is as important as their brand perception? Get all the details and my top three tips in this month’s blog.

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OVER ON LINKEDIN

No hanky panky on the first date ?- why employers should be wooing employees back into the office after COVID.?This podcast episode ?got a lot of attention. I’d love to hear your thoughts. You can find and subscribe to?Peace At The Watercooler on Apple Podcasts ?and iTunes.?

Do you need help with workplace investigations, mediation, culture reviews or workshops? Book a complimentary appointment today, and let’s have a chat.

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That’s it for this month.

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Kind regards,

Saranne