Just because an employee is still showing up for work doesn’t mean that they haven’t already quit. Take this quick example, let’s say one of your employees has been missing quite a few Mondays at work. You’re not really thinking much of it right now. So you give them the benefit of the doubt. Perhaps Mondays just don’t work into their schedule anymore. But then you begin to realize that those missed Mondays are becoming a few missed Fridays and Wednesdays. Their days of absence from work are getting greater and greater. You begin to suspect that something is wrong.
You ask yourself questions like: Why aren’t they showing up to work? Did something happen? Have you taken the time to think about if the employee is truly happy at work? There could’ve been a big promotion at work that they wanted but didn’t get. Maybe they’re suffering from employee burnout and feel a big disengagement when it comes to working. Or quite honestly, perhaps they’re bored! Your employee is showing up to work but isn’t performing like they once were. This is called quiet quitting. It’s time to look deeper into the issue and quickly have a solution. Well look no further ladies and gents, this blog is going to give you solid advice on how to handle this situation.
Now let’s say you’re starting to pick up on your employee’s unhappiness. They aren’t doing much talking however, their actions are saying a million words. The first thing you can do is politely pull them aside and have a private conversation with them. During this conversation be sure to listen to their concerns. Don’t make any comments that will make you seem defensive or judgmental. The goal behind this conversation is to find out exactly what the problem is, when the problem started and how the problem can be fixed. Keep in mind that most likely whatever issue they’re unhappy about is highly fixable.
After you have had a private conversation with your employee it’s time to make an honest attempt and begin to make progress on the situation. There should’ve been an established agreement that was discussed to change the situation. For example, perhaps one agreement that you both mutually agreed on was to assign him/her new work tasks and assignments, giving your employee a possible challenge and something new to look forward to. Perhaps another agreement that was discussed was to provide them with a new working schedule. Your employee might not have been happy with their current work schedule or their situation may have changed not allowing them to stick to your schedule. They might have been working too much and have begun to feel like a slave. Let’s be honest, who really likes to feel that way?
The types of mutual agreements can vary depending on your employees’ concerns. But let’s go back to the root of the problem here. Your employees only get into the door by being hired, whether it’s by you or someone else. When an employee is disengaged and there is no turning back for them, it might be time for a replacement. But whatever you do, never let an employee go without a fair warning. It’s unfair to the employee and not good for your reputation to release them without a warning unless they’ve done something terribly wrong. Not only is it unfair, but it’s also unprofessional.
The moment you begin to suspect that they’re becoming disengaged at work, make the decision to get engaged in finding a trusted staffing agency. Why do you ask? Well because staffing agencies will only place top-quality staff into your work quickly so there is no loss in production. They’ll carefully listen to your concerns and quickly find candidates based on your concerns.
Contact us today to work with an experienced staffing agency. We have an amazing Job Search page that makes it easy to both share and find open positions. You can learn more about our staffing services here. We look forward to hearing from you soon!