I Quit! (But Stayed)

This is the worst place for a leader to find themselves.

You have people on your team who quit but they stayed and forgot to inform you they’ve quit.

These are the team members that have “checked out” for some reason and have an “I’m here for the paycheck mentality.” It would be better if they would choose to exit the team or company, but they are covert in their disengagement and directly impacting the productivity of the team. This is very costly for a business and has a direct impact on the performance of others on your team.

It doesn’t matter how big or small the team is, this is a significant risk and can greatly impact the influence and effectiveness a leader can have within an organization.

Yes, this can reflect on you as a leader and impact your ability to influence those around you.

So, what can you do about it?

How to drive it to action – Here are a few things I’ve learned when faced with the challenge of having employees “quit, but stay’:

Communicate a clear vision and strategy: Do this for your team even if this is lacking at a corporate level. Take time to make sure your team knows why they are doing what you are asking them to do. Always start with why

Help individual team members understand how they fit into the bigger picture: Spend time helping your team connect the dots. That’s one of the main jobs of a leader. The leader is the pathfinder and needs to help others find their paths

Spend one on one time with each team member frequently: If you don’t ask how your team members are doing then you won’t be able to pick up on the signs they are becoming disengaged. There is no commitment without connection. Be intentional to connect

Be clear on performance expectations: Spend time with each team member making sure they understand what you expect of them. These measurements will help you notice when performance slips below your expectations

Help those who “quit, but stay” find something new: This is a tough one, but sometimes you need to help those who no longer engage find something new. This could be within your organization or outside your organization. This is a tough decision but these types of decisions are what separate great companies from mediocre companies

Keep your fingers on the pulse of your team and their individual engagement. Disengagement is costly in so many ways and can be difficult to diagnose if you’re disconnected.

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