There has been a buzz of late regarding a growing portion of the US workforce that is being tagged as “Quiet Quitters”. Are you familiar with the term?
It refers to those who purposely restrict their productivity to the absolute minimum, because “work is not their life.” It’s about “quitting” the idea of going above and beyond at work because they feel their “worth” is not defined by their productive output.
If you have employees who purposely are performing at “minimum” level; you can be assured, they are having a negative effect on those that work around them. Let’s face it, who wants to work with someone who does the “minimum”? People feel better when they work alongside high-performers and winners. They’d prefer not to associate with “slackers and losers”.
When employees perform at the “minimum,” they certainly aren’t motivated to learn more about your business, gain new skills or experiences that are essential to your company’s growth and the employees future opportunities.
Knowledge is the key to both Personal and Professional Growth especially with today’s Generation X employee’s, yet still, too many employers have no formal training. Some business owners fear that if they invest in training and the employee leaves, they will have wasted their money. Perhaps a bigger concern might be that you never formally train an employee, and they stay!
What’s the best course of action?
Today’s employees have likely grown up with both parents working and are used to getting things done on their own. They tend to be independent problem solvers and self-starters. They want support and feedback, but they don’t want to be controlled. They are technologically literate, familiar with computer technology and demand quick access of Internet and the Web as their sources for locating information. They expect to be the recipient of legitimate training.
WAYS OF LEARNING
Life experiences shape the way people learn. The characteristics shared by many of today’s employees offer insight into new ways of learning and highlights the need for new approaches to teaching. To have maximum effectiveness, these programs should always “recognize quality of life needs”, promote innovative thinking, and provide skills enhancement.
- Today’s employees are conditioned to expect immediate gratification. They are responsive, crave stimulation and expect immediate answers and feedback.
- They know that they must continue to learn to be marketable and are lifelong learners. They do not expect to grow old working for the same company, so they view their job environments as places to grow. They seek continuing education and training opportunities; if they don’t get them, they seek new jobs where they can.
NEW TEACHING STRATEGIES
Managers and Supervisors must be aware of the need for continual updating of their own teaching skills and practices. Effective instruction requires the manager step outside their realm of personal experiences into the world of the learner…. It is the learner who must be engaged, for learning to occur and the learner must make the commitment to learn.
Engaging learners in projects that demand new skills and the application of existing skills to new situations. Challenge them to construct knowledge from their experiences by connecting course learning to worksite applications. Keeping them engaged, learning new skills, and satisfying their appetite for growth keeps them challenged, enthusiastic and on your team.
So how is your company’s LMS program performing (Learning Management System)? It is not unusual for many Companies that we encounter to not have a system at all. There are typically 3 deterrents: 1) Too much Administration, 2) Too much Time Required and 3) Too Expensive!
Experts agree that it is difficult to grow effectively without some sort of Training System. AllMyHR is delivering State of the art, quality Training to employers at a critical time and for a nominal cost!
Check out how you can help your employees become more engaged, more productive and help them realize their professional growth within your organization.