In this exclusive webinar with Jennifer Brick, Career Strategist and author, she will teach you all about building a culture where employees are engaged, increasingly satisfied with their job, and no one thinks of quiet quitting.

1. Cancel Quiet Quitting:
Detoxing Corporate
Culture & Engaging
Top Talent
Tara Dwyer
Webinar Coordinator
Human Resources Today
Jennifer Brick
Author, Career Strategist
May 24th, 2023
9:30am PDT, 12:30pm EDT, 5:30pm BST
featuring
moderated by

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4. Jennifer Brick
Author, Career Strategist
Cancel Quiet Quitting:
Detoxing Corporate Culture &
Engaging Top Talent

6. Hi, I'm Jennifer Brick...
Author, Career Strategist, Speaker
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7. And I'm your enemy 😈
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9. well this is
awkward 😬
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10. So why am I here to talk about
cancelling quiet quitting?
(and why shouldn't you log off right now?)
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11. I've helped with 1000s of people
who have checked out of their jobs.
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12. Expertise on what makes a work
culture toxic - and how to fix it.
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13. Career & employee
success is my jam.
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14. I'm on your side.
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15. We want people to be engaged at work.
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16. We want people to like where they work.
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17. We want to make people &
organizations successful.
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18. So how do we cancel quiet quitting?
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19. The key reason people are quiet quitting their jobs.
A simple strategy that can instantly improve employee
engagement & retention.
What your employees are complaining about most -
and how to fix it.
That one thing that differentiates a toxic workplace
from a dream job.
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21. Money vs. Lazy
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22. Obvious Fact:
People work for money.
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23. But it's not always what matters most.
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24. Note: LinkedIn polls are not statistically significant and sampling is
uncontrolled. These results are not an assertion of fact.
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25. Then it's laziness.
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31. Quiet quitting is the
consequence of
disengagement.
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32. What would make someone
disengage from their job?
share your thoughts in the chat
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34. Source: Conference Board, Job Satisfaction 2023
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36. What makes a workplace toxic?
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37. Micromanagement
Lack of work life
boundaries
Gossip
Backstabbing
Lack of direction
Sabotaging work
Yelling
Harassment
Favoritism
Gatekeeping information
Lazy workers promoted
Workplace bullies enabled
Always on expectation
Lack of empathy
Underutilization
Overutilized/overworked
Competitive
Culture of bullying
Disrespect
Deception / lying
Gaslighting
Hierarchial
High Turnover
Highly demanding
environment
Impulsive actions or
decisions
Lack of accountability
Lack of transparency
Lack of trust
Lazy coworkers or
leadership
Minimal input from
manager
Narcissism
No opportunity for
growth
Open disagreement on
team
Open discrimination/
sexism/ racism
Credibly constantly
questioned
Open use of substances
at work/work events
Poor communications
Poor leadership
Sabotaged by boss or
coworkers
Taking credit for other
people’s work
Triangulation
Undermining
Underpaying
Unfair criticism
Withholding information
Ignoring complaints
Coverups and excuses
for higher ups/favorites
Monitoring employees
(cameras, software, etc)
Lack of training
Low quality leaders
Inflexible policies
Lack of growth
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38. Quiet quitting isn't a people problem.

39. This is a people management problem.
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40. Respect, autonomy, and trust need to
be at the core of culture & leadership.
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41. Three operating standards
support growth remove obstacles stay out of the way
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43. How important do you think
professional development &
growth is for your employees?
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44. The Muse 2023 User Survey, April 2023
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45. Professional and career growth
are accelerated by identifying
and focusing on strengths.
Source; Gallup,
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46. Each employee should know their UAQ
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47. excel with ease
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48. excel with ease others ask
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49. excel with ease others ask
interested in
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50. excel with ease others ask
interested in
UAQ
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51. How do you currently
support professional
development?
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52. It's not all on HR.
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53. Managers should know their
team's growth strengths, growth
goals, and how they can help.
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62. "Everything is too perfect"
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63. What are employees
complaining about?
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65. No matter what they are
complaining about, they're
complaining about one thing:
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66. Obstacles
(and probably about their boss)
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67. Managers should help solve problems,
not create them.
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68. All managers should ask this question:
How can I make your life easier?
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69. Teach managers what obstacles
they should take on versus when
they should coach team members.
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71. Ghost Boss
Micromanager
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72. Both suck.
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73. Autonomy impacts job
satisfaction and well being.
Source: University of Birmingham, 2017
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74. But too much autonomy
is not a good thing.
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75. Identify: What level of management
each individual needs.
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77. Promote HR programs that
create employee success.
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78. Utilize the data you have to
take strategic action.
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79. Leadership should adopt the
operating standards
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80. Buy my book! (jk... mostly)
careerglowupbook.com
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81. /in/taradwyer
@HRPosts
humanresourcestoday.com
Q&A
Jennifer Brick Tara Dwyer
Webinar Coordinator, Human Resources Today
/in/jenniferbrick/
capdecasolutions.com
@ccjenniferbrick
Author, Career Strategist