‪(813) 540-6191‬ [email protected]

There is no doubt in my mind that after all that has occurred in the last 2 years; our psyches are bruised and battered. We are ready to act, react and make decisions that just a while back would have been unthinkable. Case in point: “quiet quitting” and/or “WFH”!!!

Let’s talk about that particular example. Let’s agree on the basics definition: quiet quitting refers to the phenomena in which a given employee does NOT work beyond what their job description is OR what they are not compensated for.

Please re-read the above and ask yourselves: does that mean that people are “lazy” or “not worthy” or “a determinant to the organization?  Or are they rather rational actors that are abiding by the “rules of the game”? How about the “work from home” debate? Are those folks “lazy” as opposed to actual “rational actors” that see a more viable approach to office work? Obviously, there are exceptions to the rules and those exceptions simply validate the rules.

That being said most small and mid-size businesses are in danger of falling for those “fad discussions” that are “propagandized” by the likes of Chase Bank CEO “Jamie Dimon”. Obviously, the circumstantial decision-making plus the size of his organization dictate some approaches that do not lend themselves to your average size organization.

Small, mid-size organizations as well as micro and macro entrepreneurs would do well to remember that the name of the game is different for them: different demographics, different talent pool, different resources, different customers, etc. These factors alone dictate that those rather short-sighted advice and fads are unlikely to be part of their reality.

So to recap:

  • Reality – WFH (Work from Home) is beneficial. It opens the door to access a great talent pool. It does however require a different set of skills to manage a remote team properly.
  • Reality – Quiet quitting is not a “thing”. Employers always wish for greater efficiency and effectiveness. Those employers that properly managed their human capital virtually always dealt with the compensation/benefits in a way that is addressing those efficiency and effectiveness concerns.
  • … etc.

In the end, it all comes down to understanding that most of these “malign actors” that dispute or object to reality and progress do so with an agenda that may not be beneficial to smaller organizations.

Don’t pivot. Don’t abundant reality. Be flexible and adapt!!!

Brought to you by Management Consulting Blog

About Author