We continue our discussion with Gregory Offner and look into quiet quitting. This phenomenon can be fixed through motivation. Thus, investing in your staff can help them grow and help the organization avoid employee disengagement. The result of investing in your employees is engagement and that provides a win-win situation. They get more out of their job, and you get more productive employees.
Quiet Quitting is Just Disengagement
The term quiet quitting is fairly new. However, the sentiment is ages old. It all boils down to employees falling into a rut. They feel under-utilized, unappreciated, or trap in a dead-end job. That leads to disengagement and a lack of getting their best out of them. That is a problem no matter what your perspective is. We all should want to see our team members give their best and they should strive to do so. Anything else is less than ideal and worth addressing. Give your team members a reason to come to work and they will be engaged, happy, and everyone wins.
A Little Background
Doctors handed Gregory two options: lose the ability to speak forever, or undergo a vocal surgery that would require a complicated and lengthy recovery.
But Gregory soon learned that this first procedure was only the beginning.
Five years and 15 surgeries later, Gregory transformed both his voice and his life.
Today, as an award-winning keynote performer, Gregory helps organizations and the people within them elevate the experience of work, and use piano bar secrets to inspire their people, amplify teamwork & collaboration, and build organizations full of highly fulfilled, high-performing people.
He discovered his perspectives on navigating change, and his passion for creating experiences that ‘rock’ could serve, inspire, and delight audiences around the world.
The use of music in his programs (as a metaphor for engagement and resilience) connects with audiences in a deep and unforgettable performance. Thus, leaving them refreshed and equipped with skills to reframe obstacles as opportunities.
His programs have broad appeal. Therefore, they can be customized to suit events with a diverse mix of roles and responsibilities in the audience. That includes audiences composed mainly of leaders.
