Don’t ask anyone to a job that I wouldn’t be prepared to do myself.

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 Mike Ashie.

Mike Ashie has been a leader for two decades, empowering countless people to reach their leadership goals. From speaking on The Dr. Phil Show and being quoted in Success and Forbes magazines to showcasing his passion on YouTube with more than 30k subscribers and over 1.5 million views, there’s no denying Mike is passionate about helping others ascend the ladder of success.

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?

My first foray into the workforce at a chain restaurant was an unexpectedly positive experience. From that humble start, I came to appreciate how fortunate I had been when it came to great management who treated everyone with respect and kindness — something not all employees get!

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

Through my experience at a unionized job, I was able to learn an invaluable lesson: you don’t always get recognized for the hard work put in. It felt like an injustice when those who were less reliable and responsible got paid just as much while others with managerial roles worked harder yet had their efforts overlooked.

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

Employees are the lifeblood of an organization, and when they’re engaged in their work, everyone benefits. Engaged employees feel more purposeful and fulfilled by what they do every day; plus, with increased motivation comes higher productivity!

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

To hold our leaders accountable and elevate expectations of those around us, we must take a hard look in the mirror. After all, no one is capable of inspiring more energy than ourselves — leading by example is fundamental to success!

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?

To me this is simple, people are seeing companies pull in record profits, they are seeing executives “earn” huge bonuses and incentives yet when they are up for their annual reviews, people are being told that a pay raise isn’t in the budget. They are watching as the upper management are seemingly living the good life as they are getting more and more work added to their plate with less help.

These people aren’t in a position to quit but they are sending a clear message. Higher the required amount of staff, pay me for a fair days work and that’s what you’ll get. If you want more out of me, you need to offer more.

And personally, I can’t completely fault this thinking.

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

I think we are already seeing it. Boomerang employees. Where people left for greener pastures but have since realized they had a good thing at their previous job so after a year or two away, they are looking to come back.

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

We really need to look to connect with our people. Leaders need to recognize that the work world has shifted. Many people don’t care so much about rising the ranks and working like a dog. They are looking for work-life balance. They are looking to be part of “something” and to feel like they are making a difference and they also want to be recognized.

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 . Think about what others need. It’s not always what you think.

2 . Don’t ask anyone to a job that I wouldn’t be prepared to do myself.

3 . Be firm but fair in how I deal with people.

4 . Lead by example. It’s not always easy but it’s always valuable.

5 . I ask myself, if my kids saw me do this, would they be proud?

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

Acknowledge it. Don’t make excuses, don’t play it down. Acknowledge it, take the hit on the chin, then make it right.

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

We can connect at

Thank you for giving us the opportunity to experience a leadership master at work. We wish you continued success and good health!