Episode: 570

Episode Title: Quiet Quitting and Taking Ownership

You might think quiet quitting is the opposite of taking ownership, but at my company, nothing could be further from the truth. Here’s why, next on The Perna Syndicate.

Ep 570 show:

Hello and welcome to The Perna Syndicate! As we’ve been talking about all week, my team was quiet-quitting before it was a thing. Yesterday I shared why hiring the right people in the first place is critical to this kind of healthy work culture. But it’s not the only reason this is working for us. 

We can quiet-quit successfully because we all view ourselves as owners of the company and its vision. When there is a compelling purpose in place, empowering employees—which is really just getting out of their way—always leads to greater results than if a single owner drives everything. 

This is not a call for anarchy or weak leadership. I believe leaders should be decisive, brave, and able to take smart risks. But wise leadership is never dictatorship. An autocratic, I’m-the-boss, you’re-the-subordinate style has never gone down well (and it stands even less chance of success with the up-and-coming Generation Z). 

Yes, it’s up to me as the official owner of the company to lay a vision before the team, but this vision is never presented as something that they need to get on board with or else. It is an ongoing and collaborative purpose that we create together. This is what makes our work worth doing: we all own it.  

When you hire the right people, treat them like the adults they are, and support their healthy work-life balance, you can create a culture of quiet quitting—where no one wants to quit.

What are your thoughts on quiet quitting? I’d love to hear from you any time. Just visit MarkCPerna.com to get in touch. Thanks for being part of The Perna Syndicate this week. Take care, and we’ll see you soon!