Your employees aren't disengaged. They're fed up

"Quiet quitting. Silent space-out. Faux focus. Call it what you want, a lot of today's workers are going through the motions on the surface while quietly powering down beneath it. Nearly half of Gen Z employees say they're "coasting," and overall U.S. employee engagement sits at a decade low. When engagement fades, performance becomes performative. But disengagement isn't just a problem to solve, it's a signal to heed. Employees aren't turning off. They're trying to tell us something."

"By asking better questions, you can get to the heart of what employees really need. A few small shifts in your approach to asking can make a big difference. Ask about feelings and solutions separately. Instead of asking, "What do you think about manager-employee communications?" Ask, "How do you feel about manager-employee communications?" Then, separately, "What do you think would make it better?" Dividing feelings and solutions into two distinct categories enhances understanding of each, providing a better roadmap to real change."

"Keep it simple. Avoid double-barreled questions that blur answers. Instead of asking, "How satisfied are you with your manager's communication and support?" Ask two clear questions: one about communication and one about support. Be receptive to harsh truths. When you ask questions with a genuine interest in the answers, employees will be more likely to open up, share ideas, and re-engage. Asking harder questions often reveals truer answers that get to the heart of the matter faster."

Many workers are superficially present while disengaging, with nearly half of Gen Z reporting they are coasting and overall U.S. employee engagement at a decade low. Disengagement often manifests as 'resenteeism,' a mix of resentment and absenteeism driven by economic uncertainty and layoffs, yet it functions as a signal rather than mere misbehavior. Curiosity and improved questioning techniques can surface underlying needs. Asking separate questions about feelings and solutions, avoiding double-barreled items, and simplifying prompts clarifies responses. Leaders should welcome candid, even harsh, feedback because harder questions frequently yield truer answers and a path to re-engagement.

Read at Fast Company