Perhaps you’ve heard the term ‘quitting in seat’ before and are quite aware of how it affects your company. If not, quitting in seat describes an employee who stays working but has effectively checked out and become disengaged.
In your Middle Market firm, you surely want every employee to be excited and engaged by their position. However, likely you will have a few at any given time who are disconnected. With the uncertainty in the economy in the past few years, more employees are choosing to stay employed when unhappy. But, they are doing it without any interest in doing more than the bare minimum.
How To Recognize This Situation
No matter how great your hiring plans are, you will occasionally hire someone who isn’t going to be successful in your company. We aren’t talking about hiring failures and we aren’t talking about trouble or toxic employees.
The employees we are discussing have been successful members of your Middle Market organization at one point and have slowly or dramatically faded down into just doing enough to keep their job.
So, how do you recognize this situation early and can you prevent someone from going completely downhill? You’re basically looking for employees who have lost their spark and are disengaged – from their teams, leadership and the job functions themselves.
Common signs someone is struggling:
Unfortunately, many companies don’t recognize these symptoms until they are quite blatant.
Keeping Employees From Disengaging
In order to help prevent quitting in seat, your Middle Market firm needs to keep employees engaged.
Turning The Tide
If you see any employee exhibiting these behaviors, your best step is to tackle it head-on. Have a meeting with the employee and gently and without judgment, explore what the issue might be. If you take the time to ask what is going on and actively listen without judging to the answers, you might be surprised.
Often, an eye-opening conversation can be the start to turning the situation around. Use the information that is shared and try to make changes that re-engage the team member. Check in with them frequently and see how things are going. If you aren’t able to make changes, work with the employee to see if there are other avenues you could explore to get them back on track. The worst thing you can do is nothing because if the employee finds another opportunity, they will likely leave.
Make sure you can spot employees who are quitting in seat and know how to get to the heart of what they want.
So what’s in the Mighty Middle Market for me? — get it right now at www.Go4ROI.com.