Quiet Quitting is a Manager Problem

April 16, 2024

Earning the respect of your employees

In today’s work world, many employees are quietly losing enthusiasm for their jobs. This isn’t just a problem for the employees. It’s a big issue for their bosses too. Studies show that a whopping 80% of workers are happy with their tasks but are unhappy with their managers. This mismatch is causing serious problems like lower productivity, fewer repeat customers, and less money for the company.


Employees are yearning for managers who are approachable and open to feedback. They want leaders who create an atmosphere where they feel comfortable expressing their opinions without the fear of facing negative consequences. For instance, instead of feeling hesitant to share ideas or concerns, employees desire an environment where their voices are heard and valued. Moreover, fairness in treatment is crucial; workers want managers who treat everyone on the team equally, without playing favorites or showing bias. When managers embody these qualities, employees feel more empowered, respected, and motivated to contribute positively to the workplace.


To fix this situation, companies need to focus on training managers to be better leaders. They need to learn how to build trust, treat employees with respect, and keep communication open. By doing this, leaders can reverse the trend of workers losing interest and create a happier, more successful workplace for everyone.



If your organization would like to overcome some of these manager concerns, register to attend a Test Drive for Conversational Management™, a skills development program that equips leaders to create a trusting, respectful workplace.   

How Could You Create a 5-10% Productivity Shift? 

By Cathie Leimbach • February 3, 2026
When it comes to improvement at work, the focus is often on big changes. But frequently, it’s small shifts that quietly create big results. Productivity rarely improves without strong leadership practices. So, what if better leadership increased productivity by just 5-10%? That could mean: Less rework Faster decisions More follow-through Less firefighting More output — without more people That’s not wishful thinking. When leadership improves, absenteeism and turnover drop. Work flows more smoothly. Results, and the bottom line, improve.  When leaders get clearer, communicate better, and follow through more consistently, friction fades. People know what matters. Decisions move faster. Energy shifts from fixing problems to getting real work done. Organizations that invest in leadership development often see: Higher output Lower turnover Better use of talent Stronger momentum The real shift happens when leaders stop asking, “ Should we invest in leadership ?” and start asking, “ What is it costing us not to ?” 👉 Join our 60-minute Leadership Conversation to see what a 10–15% shift could mean for your organization.

Why New Tools Don’t Change Behavior

By Cathie Leimbach • January 27, 2026
New tools promise big results. New software, dashboards, and systems all look great on paper. But months later, many leaders are still asking, “Why hasn’t much changed?” Because tools don’t change behavior — leadership does. A system can organize work, but it can’t create ownership. It can’t set expectations. It can’t follow through. Without strong leadership habits, even the best tools just make problems more visible. What really drives results? Clear expectations Consistent follow-through Helpful feedback Leaders who model the right behavior When those are missing, people work around the tool instead of with it. Adoption drops. Frustration rises. And the old problems stay. So the better question isn’t, “What tool do we need next?” It’s, “Do our leadership habits support the results we expect?”  👉 Join our 60-minute Leadership Conversation to explore the habits that actually drive performance.