You must have come across it by now.
Employees world-over are quiet quitting. But it's got nothing to do with not turning up in the morning. Your own employees might be choosing to join the trend without you knowing about it.
But what does quiet quitting mean? Why is it happening?
Let’s explore all aspects of this viral phenomenon.
What Is Quiet Quitting?
Quiet quitting is a philosophy where employees stop going above and beyond in their roles. It doesn’t involve people quitting their jobs but rather reigning in their efforts. They complete the tasks asked of them within the permitted time frame but do not let their jobs rule their lives.
Quiet quitting is a stand taken by exhausted and overworked employees in an increasingly desperate economic situation. These employees are questioning the role their jobs play in their lives as a whole.
Why Is It Happening?
Employers and leaders need to have a deep level of understanding and an even deeper reach toward empathy to combat the rise of quiet quitting and prevent more employees from following suit. It’s easy to cast blanket statements blaming ‘this generation’ or claim that ‘nobody knows what hard work is these days,’ but the issue is far more complex than that. For those seeking business advice, recognizing the nuances of this trend is essential.
So, why is it happening? There are several theories, and it’s likely a mixture of them all. This phenomenon has significant implications for development and leadership within organizations, making it a critical issue for business growth coaches to address.
It’s Not New
Has social media enabled employees to connect and share their frustrations about feeling undervalued? Many of us have felt that way at one time or another in our working lives. Perhaps there were always quiet quitters, but platforms like Instagram, TikTok, and YouTube now provide them a space to voice it.
Post-Pandemic Priorities
Covid-19 changed all of us in some way, which may be a large part of why quiet quitting has taken off so fervently. The pandemic gave people time to reevaluate their health, relationships, careers, and most importantly, their work-life balance.
Many people who worked hard pre-pandemic got laid off afterward, which was humiliating and angering. Why bother working hard at any job after that? And for those who worked from home during the lockdowns, it was challenging to maintain a full-time role around family and other distractions. Did some slack off a bit to hold onto a slice of sanity? Most likely. But did doing less and seeing the world still turn to lead them to adopt it as a regular practice?
Real-Time Burnout
The modern workplace is ferocious, and current economics are stressful to accept as the norm. Food and fuel prices are at all-time highs, and houses are impossible to buy. For younger workers, particularly those under 35, this cannot feel good. Add to that a demanding job, and you’re bound to be exhausted. This exhaustion underscores the need for development and leadership practices that prioritize employee well-being.
How To Prevent Quit Quitting
The first step to combating quiet quitting is to consider framing the phenomenon differently. Are people lazy, or are they overwhelmed and setting boundaries? Are they disengaged?
Social media trends don’t last forever, but on a basic level, you want your people to feel connected and committed to their roles and your company. Excellent teamwork cannot occur with an ‘us’ and ‘them’ mentality, but you can do something about it. Here are some top tips to help prevent quiet quitting in your workplace. Seeking business advice from business growth coaches can also provide valuable insights and strategies.
Reward And Recognize
Quiet quitters usually feel overworked and underappreciated. Implement an employee recognition system and properly incentivize and reward individuals for value-driven behaviors in the workplace.
Respect Different Levels Of Ambition
Not everyone wants to fly high, and not everyone wants a career in their current role. Make sure that progression and opportunities to step up are explored together through conversation rather than simply given by rote. Development and leadership strategies should be inclusive of varying career aspirations.
Keep Work Increases Short-Term
There will always be times when you need to ask more of your employees. Try to keep these optional, if possible, and short-term. Continually working on overdrive isn’t healthy and leads to burnout and resentment.
Compensate Fairly
Many quiet quitters describe their actions as ‘acting their wage’ - they feel undervalued, so why bother putting in their best effort? Not fulfilling the promise of a raise or asking your people to just ‘be a team player’ and get on with it are disrespectful leadership techniques. Ensure it’s clear that you value your employees' well-being alongside their productivity by keeping pay attractive and investing in reward, recognition, and even health-related schemes.
Advocate For Your Employees
The more you give, the more you get. The more active you are in protecting your employees’ private time, and the better you know them, the more nourished they will feel and the less likely they will feel the need to push back.
Build Relationships
Bridge the gap of disconnect and get to know your employees better. Employees who know, like and trust their leaders will voice concerns and dissatisfaction early on - LISTEN TO THEM. These opportunities enable you to prove you have their best interests at heart and will advocate for them!
Be A Leader, Not A Boss
Quiet quitters are disengaged and overwhelmed, so lead them back to caring.
It’s a two-way street, and you’ve got all the tools in your bag to bring your people back on board. Improve your workplace culture, embrace employee wellness and get to know them and you are far less likely to demotivate your employees.
Get your employees working with you, not for you, and they won’t want to quietly quit.