The concept of “quiet quitting” is growing in popularity, particularly among young employees. Simply put, employees who are quietly quitting are doing exactly what their job asks of them, and nothing more. While some experts argue this is more about setting realistic boundaries and avoiding exploitation, the fact remains that people who quit quietly are disengaged at their organization and are likely not living up to their potential. To turn things around, start by examining your pay structure—particularly for younger employees—to ensure that it’s competitive for your industry. It also helps to invest in training for leaders. Data shows that almost 60 percent of managers didn’t receive training when they transitioned to their first leadership roles, and 50 percent of managers are rated as ineffective at their organizations. Without inspiring leadership, it’s no wonder that young people are doing the bare minimum in their positions. Finally, invest in your employees. Listen to their career aspirations, and create individualized plans with them to get them there. You can’t expect someone to fully invest in your organization if you’re not fully invested in them.