Putting an End to “Quiet Quitting”
September 16, 2022
Has your team experienced a sudden shift in productivity? Perhaps employees aren't doing as much as they once were but still perform their primary job function. This phenomenon is now being dubbed "quiet quitting" and has employers scratching their heads while scrambling to understand the cause in a bid to avoid it at their own offices. Read on for insights into quiet quitting and to learn how to stop this trend in its tracks.
Behind the trend
As mentioned above, quiet quitting isn't really “quitting” at all. The pandemic shifted how people think about work and reminded some that there is more to life than the daily work grind. As a result, this trend focuses on employees setting boundaries and tossing aside the hustle culture. For these employees, going above and beyond is no longer the goal. Instead, they focus on their personal lives and creating a proper work/life balance. Although employees who quietly quit continue to perform, they will likely reject any additional work in an effort to maintain this balance.
The effects of quiet quitting
When employees start to quietly quit, it can disrupt the workforce and culture. Employees doing the bare minimum are putting their team at a disadvantage. Other team members will have to pick up the slack of the quiet quitters, which can negatively impact team morale. We also must consider the effects on productivity. If productivity decreases due to quiet quitting, then employers may have to make tough decisions about the future of these employees, as another result is the potential for layoffs. If layoffs occur, quiet quitters are likely to be affected first.
Avoiding the trend
Communication is the key to resolving or possibly even avoiding the quiet quitting phenomenon. Here are a few actionable steps to consider:
- Gather employee feedback with a focus on job satisfaction.
- Create a career roadmap for each employee.
- Ensure compensation is competitive within the local market.
- Create milestones or KPIs that will trigger the start of a promotion or raise.
- Ensure work/life balance is achievable by offering competitive PTO policies and policies that focus on mental health.
- Consider offering flex start and end times if reasonably available to the company.
- If possible, consider offering a hybrid work schedule to suit the needs of employees.
- Instill a culture of trust.
It is important to note that leaders alone cannot solve this growing problem of quiet quitting; employees must be willing to communicate as well. We offer a few ideas to consider in order to stay happy and engaged at work.
- Be honest with feedback. Trust your leader to listen and take action.
- Speak up when presented with a roadmap of your career with the company. Share your goals, how you feel you can achieve them, and when. Lay out your expectations.
- If PTO policies are not competitive, suggest to your leader, with examples, that they are not in line with the market.
- Ask for flex start and end times or a hybrid work schedule. Include relevant research that suggests it would improve productivity. Keep in mind that the availability of these perks will vary.
How we can help
Managing employee expectations while juggling the demands of day-to-day business operations can be challenging. Our team will work to understand your company’s culture and environment, so that we can identify and onboard employees who will be an asset to your team. Contact us today to learn more.
