https://www.taplowgroup.com3
https://www.taplowgroup.com1
https://www.taplowgroup.compeople
  • Blog
Business Insights

Overcome Quiet Quitting With a Shift in Organizational Culture

Author: Social Media/Friday, November 4, 2022/Categories: Blogs

Rate this article:
2.5

 

Events of the last two years have forced employees to rethink their work and redefine their well-being norms and work-life balance. Now employees are questioning what is important to them and how they want to spend their time, more than ever. Work-life balance is no longer about just clocking in and out, but rather finding a way to be fulfilled both at work and at home. Employees are now looking for ways to integrate their work and personal lives in a way that benefits both. What began as ‘The Great Resignation’ has transformed into ‘Quite Quitting’, a situation where employees do not necessarily quit their jobs but are no longer putting in more time, effort, or enthusiasm than absolutely necessary to keep their job going.

It is clearly evident that the workplace climate and culture are the root cause of this paradigm shift. To prevent this trend, organizations need to take intentional steps to meet the mental, physical, spiritual, and well-being needs of employees. It's time to focus on these critical points and steer organizational culture in that direction.

Redefining organizational culture is essential to creating a healthy and productive workforce. Remember, it can only spring from a culture that supports one. If you want to fix the problems of well-being and wellness, you need to fix the problems of the organization's culture. This means valuing employees’ time and energy and creating a work environment that is supportive and satisfying. Employees who feel appreciated and valued are more likely to be productive and happy. Organizations must make work more human-centered to make their employees happy and productivity soar!

This article is an intellectual property of The Taplow Group. You can reproduce it wholly or partly only by giving due credit to us.

Print

Number of views (554)/Comments (0)

Please login or register to post comments.