![]() ![]() Three – perfectly placed in their role and can work without supervision.Two – under-performing in an area but can be coached and developed.One – completely unable to do the job.Let's grade every person you manage on a scale of one to five. This scoring is nothing like your school grades. I shared this on the GoWP podcast recently. Let me introduce you to a quick little framework I use for employees. They're the ones you don't want quitting at all (quiet or otherwise). ![]() And they're leaving your business right now. What you should be worried about is a different group of people. But those folks aren't the ones that are going to help your business move to the next level. Because if you think about your own experience, the people who are just getting by aren't your top performers. I think there's something way worse than quiet quitting. Should you be worried about quiet quitting? I don't think so. He had done that 6 times when I lost track of him. Just to start the process all over again. The guy would tell the agency that the company was a mess, and they'd place him somewhere else. Finally the company would figure out he wasn't a “good fit” and call the staffing agency and let them know the contract was finished and they needed someone else. And every word in that statement was meant to be taken literally.ĭid he get fired? Yes. I mean, he literally did absolutely nothing. I once knew a guy who worked for a staffing company and got placed in different companies as an IT specialist. People have been doing that since I started working professionally (and that was a long time ago). ![]() Suddenly, this summer, everyone was talking about it. They put in the absolutely minimum amount of work to feel good about collecting their pay. Instead, they simply stop working as hard. You've likely heard of quiet quitting – the dynamic where people don't actually leave your company. ![]()
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