Those working in and writing about HR are expressing a lot of concern about the workforce. There is much talk of exceptionally high levels of employee burnout in response to the stress and uncertainty that characterises most organisations post Covid. There are numerous articles identifying a trend towards employees doing the minimum, no longer keen to impress, and unwilling to sign up to a long hours culture, more concerned with a work /life balance that promotion.
Most recently there has been a new term / phrase that is used to describe a mood where the individual simply can’t be bothered, gives in to the desire to be lazy and indulgent and doesn’t care what other people think of this behaviour.
Whereas Burnout and Quiet Quitting are a reaction to the work environment. Goblin mode is different, it is a reaction to things out side of the organisation. This is not about the boss, or changes in working practices this is about the state of the world out side of work and how it affects people inside of the work place. However the effect on the organisation is the same , employees under performing, unfulfilled potential, increased cynicism towards ( senior) management.
The solutions are the same, don’t over work individuals, don’t impose unrealistic time scales/deadlines, equip people to do the job you want done. Adjust work expectations to take account of changes in personal circumstances. A competent, efficient worker doesn’t become an error prone deadline missing liability over night something has changed some short term support and adjustments may make both your lives easier.
People have lives outside of work. Some peoples lives are complicated. Employees should not have to sacrifice their career ambitions or suffer unfulfilled potential because they are not prepared to sign up to a long hours culture. Make the job doable within contracted hours, expect it to be well done, reward outcomes not effort. Ensure development opportunities are open to all not just those who can fit it in on top of current work.
Don’t accept negativity, don’t let cynical comments go unchallenged. It’s a managers job to be positive even if you don’t feel it. Make sure you praise individuals work, celebrate successes as a team and make sure people feel valued.
