Why Workers Withdraw, and What You Can Do About It

Are you hearing the buzz from your organization’s employees:

• “I’m too busy.”
• “Change is relentless.”
• “No one listens to us.”

While these statements aren’t necessarily new, they seem to be more common and emotionally charged these days. “Busy” feels busier. The world feels more tense. The change feels faster.

Economic uncertainty, at the corporate and individual worker level, is fueling the problem, but poor leadership also is a contributing factor.

When Strategies Lack Consideration, Humanity

Consider this situation: A financial services organization is worrying about getting left behind in the race to implement artificial intelligence (AI) solutions. The board is putting pressure on the CEO and C-suite. They’re not skilled in AI. They don’t know what to do. So, they’re pressuring their teams. Their teams don’t know what to do either.

The broader employee population feels the tension, but it’s not specifically called out. Those workers hear snippets of concern. They see worried faces. But in the absence of a firm narrative, they make up their own stories:

• “AI is changing everything.”
• “The company is going to fail.”
• “We’re all losing our jobs.”

None of this is probably true, but it’s not about fact. It’s about feeling.

This is what organizations seem to forget. They build the strategy. They identify goals. They devise the plans to deliver. But they deemphasize or forget the human beings.

For people to truly engage with an organization and what it’s trying to achieve:

• They should be considered; and,
• The business, change, challenge should be “humanized.”

When Leaders Worsen the Situation

Most leaders, though, don’t how to effectively communicate with their teams. They don’t communicate intentionally. They leave it to chance.

Why is this? Discomfort plays a big part. Many shy away from honest conversations that feel difficult. Many aren’t taught — in school or in their formative work years/roles — how to have uncomfortable conversations. Some may be brought up in societies that don’t value directness.

This means that the difficult stuff about organizations — where they’re really going, the challenges they have and the standards they demand — often gets swept under the carpet.

The result? Employees write their own story. Some feel the uncertainty and inequity. Some lose confidence in their leaders. Some leave. Some get angry. Some become saboteurs.

Most, though, just withdraw. They won’t make a fuss or directly tell their boss. (In fairness to them, they probably don’t know how to have difficult conversations, either.)

Simple Steps to Address Withdrawal

You’ve likely heard about “quiet quitting.” It became a viral business term a few years ago. Some pundits see it as a proportionate response to being overworked and undervalued. Others see it as nothing more than disengagement dressed up as self-care.

Whichever camp you fall into, you probably agree it’s not a good thing.

So, what can your organization — and you as a leader — do to address withdrawal (and withdrawal-based decisions)? Here are a few considerations:

1. Role-model honesty. Be genuine and real with people. They are adults, and likely can cope with difficult messages. Call out uncertainty. Normalize it. Create optimism about the future, when/where appropriate.
2. Listen. Don’t shy away from receiving and hearing opinions, even if they’re difficult. If people are feeling worried, sit with them. Acknowledge their concerns. Correct any untruths. Be clear when there is no additional information.
3. Invest in a culture of openness. Find a framework for having difficult conversations, and train people on it. Incentivize honesty. Reward those who call out challenges in a respectful and constructive way.
4. Show empathy and involvement. If you notice withdrawal in an employee, talk to them. Get curious and find out what’s going on for them. Inquire whether there are things you can do to help.

Editor’s Note: Additional Content

For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics:

• Employee Experience
• Well-Being
• Workforce Engagement