Have you heard the term "quiet quitting"?

The topic has been anything but quiet; it's being discussed everywhere and across all industry sectors, some louder than others. Let's make no mistake, medical meeting planners are making noise, and frankly, so is the healthcare industry at large. But that is a different blog because disengaged healthcare workers, well that affects the quality-of-care patients receive…another blog entirely.

So, what is quiet quitting? It isn't a new phenomenon, but it is gathering much more steam and followers. In essence, it is when disengaged employees will stick around long after they're finding their work challenging and fulfilling, and so they stay but do the bare minimum. We have always had these workers but not in the numbers that companies are reporting.

How did we get here, and how can we see the signs?

There are many contributing factors, and they can vary by industry. The unknown and stress the pandemic caused in the meetings and events industry is undeniable. And while we have turned the corner and are moving full steam ahead as an industry, we are now overwhelmed and overworked. We are happy for the positive signs our industry is back, yet paying the price when it comes to work-life balance. Some even feel like they are waiting for the rug to be pulled out from them when the “next crisis” hits. It creates stress and affects many planners’ well-being.

 If you lead a team, what are some of the signs you might look for?

Signs of medical meeting planners quiet quitting are easy to spot. Although preventing it is a little tougher in the current climate of record numbers of medical meetings, staffing shortage of qualified medical meeting planners, rising costs and lead times, and a host of other issues. The following are just some of the common indicators of quiet quitting. Obviously, they will vary from planner to planner, the key is to notice changes in your employees.

• A Change in Work Attitude: Employees who were once enthusiastic and proactive may become disinterested and passive.
• Negativity is Apparent: Disengaged employees often radiate negativity, affecting team morale and productivity.
• External Feedback: Teammates, clients, and partners may comment on the noticeable change in attitude or performance.
• Lack of Enthusiasm: Disengaged employees show zero enthusiasm for their job or tasks.
• Attendance Issues: Calling in often or being chronically late can be a sign of disengagement.
• Minimum Effort: Employees may start doing only what it takes to "get by," showing no real drive for excellence.

How can you be proactive and inspire and care for employees to mitigate quiet quitting from catching on?

While there will always be the employee(s) that only does what it takes to get by, for the most part, most employees strive for a lot of the same things to keep them inspired and happy. Unfortunately, what can work for many in other industries, the meetings industry, including medical meetings, must be a bit more flexible and creative in their solutions. As planners we know we must work unique hours and handle emergencies when the arise. We do not have the luxury of putting tasks off, so flexibility is key.

• Manage Workload: Keep increases in workload short-term and communicate timelines to prevent employee burnout.
• Fair Compensation: Ensure that compensation is fair and competitive.
• Respect Boundaries: Show respect for boundaries and display empathy towards personal circumstances.
• Work-Life Balance: Emphasize that when possible, answering after-hour emails or calls is optional.
• Recognition and Rewards: Implement a reward system for employees who stay late or work extra hours.
• Flexibility: Offer flexibility with time and the structure of the day, focusing on getting the work done rather than when it is getting done.
• Career Growth: Be upfront about role growth and provide opportunities for skill development.
• Employee Recognition: Employ employee recognition strategies to acknowledge and reward exceptional performance.
• Build Relationships: Build rapport and relationships within the team to create a positive work environment.
• Monitor Employee Wellbeing: Continuously monitor mood and behavior changes to identify early signs of disengagement.
• Support Wellbeing: Support employee wellbeing by offering resources, such as mental health services or wellness programs.

Does prioritizing mental health play a role?

You bet! Mental health should be a priority for medical meeting planners, (heck all meeting planners!), and the good news is it is being talked about. Who wasn’t emotionally stressed at some point the past few years? Prioritizing wellness and balancing our work as a medical meeting planner is essential for personal and professional success.

By being aware of and implementing some of the strategies mentioned above, we can start to not only prevent quiet quitting but create a work environment that is filled with engagement, positivity, and growth.