After two-plus years of dealing with the pandemic studies have shown that young professionals are feeling burned out and suffering from the effects of the labor shortage. 

The pandemic brought dramatic workplace shifts that, along with the effects of an ongoing labor shortage, have blurred employee work-life boundaries and increased employee disengagement.  Disengaged employees cost the American economy up to $350 billion per year due to lost productivity.

This concept has been recently coined as Quiet Quitting.  When I first heard the term, I had to google it and as it turns out it’s not quitting at all but rather quitting the idea of going above and beyond. 

By quiet quitting, workers are striving to lessen the “always busy” mentality and do only what’s required of them and nothing more, all for the sake of achieving a healthy work-life balance.

Because work/life boundaries are now more intertwined than ever, organizations must adapt and address and manage their employees’ well-being to prevent disengagement, burnout, and anxiety.  Owners and managers must check in regularly and build relationships with their employees to ensure they feel supported in their roles and are fully engaged. 

The onus is now on business to innovate and introduce new technologies, redefine job duties and workflows, and re-write the rules of engagement that provide the right mix of compensation and intrinsic benefits that will attract and engage the right type of employee.  

Every business is different, and each industry has different skillset demands.  What is most important is that businesses take a long hard look at their organizational structure and adapt to today’s new economy.