If you’ve spent any time on LinkedIn or any other professional forums lately, then you’ve likely heard the buzzword of this quarter – quiet quitting.
So, what exactly is quiet quitting? Why is it happening? And what can you do to address or prevent it in your organization?
Keep reading to find out.
What is Quiet Quitting?
Despite ‘quitting’ being directly in the title, quiet quitting is not when employees decide to not care about or do their jobs, simply waiting out the clock to get fired. Rather, quiet quitting is when an employee does the minimum to get their job done – minimal effort and minimal hours. The work is still being completed, but there is no extra effort or additional time spent on the part of the employee other than what absolutely needs to be.
So, if the position is filled and the tasks are being completed you may be wondering, what’s the problem here? The main issue with quiet quitting is that it shows a lack of interest and passion on the part of the employee for their work – which is indicative of a larger and darker trend currently sweeping across the U.S. workforce.
Why is Quiet Quitting Happening?
You could consider at least half of the U.S. workforce to be quiet quitters – and with numbers this high it’s worth looking into its major causes. While the tight labor market and stagnant wages are at play here, many agree that the major driving force behind quiet quitting is the post-pandemic mental health crisis.
As an increasing number of workers in this country experience the effects of burnout, anxiety, and stress – it starts to show up in their job performance and engagement.
So, if you’re starting to see quiet quitting in your organization – what can you do about it?
What Can You Do in Your Organization to Address or Prevent Quiet Quitting?
Poor management responses and what you should not do include micromanaging, employee monitoring, firing, or quiet firing. The latter is a phrase coined in response to quiet quitting and is when an employer makes a position or workplace undesirable or even downright miserable, encouraging quiet quitters to quit for real and for good.
Instead, do the following:
Encourage authentic open communication in your organization
Don’t be afraid to have those tough conversations with your quiet quitters – what has caused their lack of focus or interest at work?
Ensure your employees know their value and feel like they have a voice at your organization
Fairly and appropriately compensate your employees for their work by providing benefits that support physical & mental wellbeing and allow for a better work-life balance
If you need help with that last point, Premier HR is proud to offer several, full-service compensation services. A well-designed employee compensation system and giving your employees a complete & comprehensive understanding of what they’re being paid is crucial to an organization’s success. It will help you attract top talent, enhance employee loyalty, and increase profitability.
If you’re interested in scheduling your compensation consultation or partnering with Premier HR for any of your other compensation needs, contact our CEO & Founder Scholley Bubenik by clicking the link below.