Strive for each day, to be productive and successful at what I want accomplished.

Quiet quitting is the emerging phenomenon of employee disengagement, essentially quitting on the job. What strategies do high-impact leaders deploy to motivate themselves and those around them to move from quiet quitting to quiet committing? Because, at its core, there is no change without commitment. Commitment to change ideas. Change beliefs. Change perspectives. Change routines, rituals and boundaries. Organizations change one commitment at a time. One leader at a time. As part of our series about “Quiet Committing: The Top Five Commitments High Impact Leaders Make & Keep To Themselves Daily”, we had the pleasure of interviewing Lillee Jean.

Lillee Jean is an actress, model, writer, filmmaker, producer, director, and anti-bullying advocate. She is a filmmaker, who often incorporates her passions for health, beauty, fashion, lifestyle, and advocacy into her films. As someone who has been the target of an organized cyberstalking campaign against her, she is a fierce advocate when it comes to cyberbullying. Being Jewish has led to anti-semitic hate, slurs and threats directed at her and her family. Her fight continues for stronger laws to be enforced, with consequences for violators.

Thank you for making time for our visit. What was the first job you had, and how did that job shape the leader you are today?

In the beginning, I created and acted in my own makeup tutorials using various online resources, such as YouTube, Instagram, etc. Additionally, I had a beauty blog and website where I updated my content. As a result, I decided to continue my career in entertainment. Learning how to produce and direct my own short films was a lot of fun, and I enjoyed teaching people new things.

We’re talking about quiet quitting in this series. What’s the greatest lesson you’ve learned from a job you decided to quit?

The question asked is intriguing. As a result of the constant harassment and intrusion of the online community in my life, I quietly left the “only on social media’’ chapter. My initial interest in the beauty industry was fueled by a passion for creativity and artistry. As a result of various experiences, I learned valuable lessons about people, self-discovery, and personal growth. There was more to me than becoming a “beauty guru”, much less a YouTuber. I had a lot to contribute, and creating makeup videos daily, while getting tormented online by the same people watching them, was not worth it. My true passions lie in the fields of theater and film. I can write any story I desire, and I can emote how I wish to, with like-minded viewers who appreciate my talents. I will say, the support of my family, friends, and fans over the internet has enabled me to sharpen my entertainment skills, and I’m thankful for that. My professional development and well-being improved the most when I transitioned from an online career to filmmaking, directing, and producing. I am more satisfied with my work, and have several short films in production as we speak. I will never return to being just an online personality, and I will never return to the beauty community again. I am an actress and a filmmaker.

Employee Engagement is top of mind for most organizations. How do you define an engaged employee?

I consider an engaged employee to be one who experiences both professional and personal growth at work. In addition, they strive to improve their workplace and the performance of their colleagues to achieve better results together.

Say more about your Employee Engagement portfolio. What’s working? What’s not working? And what are you piloting now to address the Quiet Committing trend?

It is important to remember that what works for us may not necessarily work for others. Unless we are shooting on location, most of our company’s work is done remotely. Our approach of allowing our employees to work from home cannot be easily replicated by another company operating at a different level of business. For me, what matters most is having dedicated employees who take pride in their work and are deeply committed to our mission. A sense of shared success and collaborative contribution to the team is crucial.

Having people who think like us, have the same goals, and work as if they are family is a very important dynamic in what makes this all work. We already have people on board who put their hearts and souls into the tasks they are responsible for, so I don’t have to worry about people quietly committing.

As goes the leadership, so goes the team. How do you hold leaders accountable for their own level of engagement?

It is essential for every leader, including myself, to stay on top of their game, to fully commit to their goals and projects, and to nurture their employees’ growth. Accountability comes with the success of the projects we work on. If the projects fail, there is only one person to look at, and that is the leader in charge of the project.

The first phase of the pandemic ushered in the phenomenon called The Great Resignation, where employees left organizations to pursue greater meaning and purpose. Then came The Great Reshuffle, where employees left organizations to pursue promotions, pay and perks. Now we’ve entered a third phase, Quiet Quitting, where employees are deeply disengaged. What do you believe to be the key drivers of Quiet Quitting?

In my opinion, many individuals are resigning from their positions because of the pandemic-induced realization that certain crucial components are absent from their lives. The adage that “work isn’t everything” holds value; attending to personal commitments, family responsibilities, and other essential matters is equally significant. Although the pandemic allowed us to perceive the need for fulfilling careers, it also made us aware of the void in our lives, particularly in relation to family, that we failed to notice before. Employees who have returned to the workplace are no longer challenged and lack the flexibility they used to cherish, causing them to quietly contemplate resigning and seek more rewarding and satisfying alternatives.

What do you predict will be the next phase in the evolution of the employer / employee landscape?

In my opinion, employers must recognize the need for change. Even though people need to work to support their families, they also want to enjoy life and spend time with their loved ones. It is possible to achieve a balance, but both parties must compromise.

What leadership behaviors need to evolve to improve employee engagement in a sustainable way?

In my view, employers must recognize that change is necessary. In addition to providing for their families, people want to spend quality time with their loved ones and enjoy their lives. It is possible to achieve a balance, but both parties must compromise.

Change requires commitment and happens one choice at a time. What are the top five commitments you make and keep to yourself daily that have a material impact on those you lead?

1 . Be aware of the wants, thoughts, and needs of each member of the team;

2 . Take on every project with the same level of enthusiasm and commitment as if it were our first;

3 . The flow of creativity is hindered when my mind is filled with negativity;

4 . Consider how we can improve in our workplaces every day, and how I can empower the people who work with me;

5 . Strive for each day, to be productive and successful at what I want accomplished.

What’s the most effective strategy you’ve discovered to get back on track when you break a commitment you’ve made?

There is no such thing as a failure, everything is a learning process. I always have the adage that if something goes wrong, I’ve learned something new, and now I get up, dust myself off, and keep going.

Thank you for sharing these important insights. How can our readers further follow your work?


Youtube: (Lillee Jean)





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We wish you continued success and good health!