Minimum pay equals minimum effort, act your wage, no time for overtime – these are some popular mindsets making headlines in today's workplaces. Employees are clocking in at 9 am, only following duties laid out in their job descriptions, and clocking out at 5 pm – not a minute later.

This mindset may not be new, but it’s been given a catchy new name: quiet quitting.

How do people “act their wage”?

Quiet quitting is a mindset that’s been around for quite some time (it is essentially just doing your job). In a nutshell, it’s doing the job you got hired for – and that is all. No taking extra work, no working late hours with no pay, and absolutely no sacrificing your mental health for the betterment of your company.

One of the reasons we’re talking about this type of behaviour (besides the awesome alliterative nickname) is that it seems to be increasing in popularity. The rise of mental health awareness, culture shifts driven by the pandemic, and sharing our work experiences via social media have all helped bring quiet quitting front and center.

Is it ridiculous? Is it right for you? Is it impacting your organization? There is no one answer, but we all need to stay on top of workplace trends like this.

How do I keep up with all of these changes!?

With quiet quitting, work from home (WFH) and The Great Resignation, it’s become increasingly difficult as a business owner to attract, retain, and now motivate your teams. What is the secret formula for keeping a happy and productive workplace?

Simple, put your team first.

At the end of the day, your team is a group of individuals who have full lives, aspirations, families, and are much more beyond their 9-5 jobs.

Flexibility, support, gratitude, and truly competitive compensation are four ways to make sure you’re putting your team first.

The not-so-secret, secret formula

To start off, providing flexibility for your team allows them to balance work and life, pick up healthier habits, and prioritize their mental health. Seen through the shift to WFH through the pandemic, employers saw productivity and workplace morale rise due to the increase in flexibility.

Another way to support your team is to provide flexible benefits that allow your team to choose where they would like to spend their compensation – a Health Spending Account (HSA) supplies a higher level of flexibility to your team while improving your cost control simultaneously. It’s a win-win situation in our eyes.

Following flexibility is support and gratitude, which go hand in hand. Having an open door, scheduling consistent and frequent check-in meetings, and giving clear guidelines allows your team to have an easier time planning out and executing their job properly leading to a higher productivity rate. Once the work is completed, properly displaying gratitude and appreciation can motivate your team to continue doing good work. This being said, a meaningful thank-you does not replace compensation and that’s where we get into our last topic.

Compensation is a tricky solution, as its often regarded as salary and only salary. Not to say the salary given doesn’t have to reflect the work you want done, but it shouldn’t be seen as the only part of a worker’s compensation. Having comprehensive and high-value benefits gives your team security and peace of mind over their health and wellness, and pairing that with benefits that come with autonomy and flexibility gives your team control over their compensation.

A Blended Solution

Now, not to say the folks here at Blendable provide the one-trick solution to your quiet quitting conundrum – but we know we can provide you with a few aces up your sleeve. Our HSA and Enhanced Health Blends (EHB) allow you to give your team 100% of the compensation they deserve.

Gone are the days where you need your team to pitch in for their own benefits and gone are the days of category limits that get used up in a month. You can fund your team’s accounts, they use that money to claim health and dental expenses and we do the heavy lifting adjudicating those claims. Easy peasy!

Need more information?

Check out our blog page to catch up on all the ways we can help take your benefits to the next level! You can also get in touch with our Growth Team. We’d love to talk about benefits with you! Last but not least, be sure to toss us a follow on LinkedIn, Instagram, Twitter, and Facebook!

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What's the difference between benefit plans?

Benefits are compensation