The past few years have marked an uptick in the presence of the “quiet quitter” — the employee who reports to work but isn’t engaged in their responsibilities, does the minimum required, and is simply waiting for the moment when they can move on. Gallup says quiet quitters comprise half of the U.S. workforce. According to a recent report from Fortune magazine, there is even a difficult subset of quiet quitters known for “resenteeism” — yet another signal of the times that refers to quiet quitters who resent having to remain in their role and then spread that low morale on to other team members. You likely have some quiet quitters on your staff, and while they can pose problems across sectors, they are dangerous to keep on a restaurant team because their behaviors can result in illness to staff and guests, injury, food contamination, or simply a surprise skeleton crew because they miss a shift without providing sufficient notice. But most employees don’t tend to start their jobs with this mindset, so there are steps you can take to minimize the chances of losing responsible staff in this way (and cultivating some valuable talent on staff in the process). Provide regular training that meshes with agreed-upon job responsibilities. Offer structure to the role, opportunities to learn on the job, and recognition and rewards for good performance. Communicate openly and give staff a sounding board for telling you how things are going. Have a non-punitive culture where staff feel they can ask questions openly and won’t be punished for making a mistake. You won’t be able to keep everyone, but you may improve your chances of turning a quiet quitter into a motivated employee.