What Employers Need to Know About Quiet Quitting

August 26, 2022

A new trend in the workforce that has gained popularity after being named on the app TikTok is called “Quiet Quitting.” Essentially this is the idea that you have not yet quit your job, but instead have quit going “above and beyond” for your position. This workforce trend come after the last couple of years during the “Great Resignation”  when workers were quitting their underpaying jobs to work from home, find another position that paid better with less responsibilities, and generally take on less stressful positions and focus on mental health.

The Quiet Quitting trend stems from people being tired of dead-end jobs, low wages, a feeling of being unappreciated at work and resentment over being required to put in more hours and take on additional tasks that were not in the job description. Quiet Quitters often feel that life is too short to waste killing themselves with stress and aggravation.

Some signs of quiet quitting include:

  • arriving late or leaving early
  • reducing productivity levels
  • less contribution to team projects
  • lack of enthusiasm or passion
  • not participating in staff events or meetings
  • employees no longer going above and beyond for their position.

While quiet quitting is mostly referring to employees no longer going above and beyond their job description, for some it can mean mentally checking out of work, no longer accepting job duties without additional pay, and simply not putting in as much effort as they used to. While not every employee in the workforce is feeling this way, for those that are, it can be a sign that your office is morale is low and may need a boost.

So how can businesses boost morale and help their employee who are quiet quitting?

The biggest impact an employer can have when it comes to quiet quitting is to enhance the employee experience. Employers should talk with their employees and see if they are struggling and may need some extra help with certain tasks. Employers should be ensuring that their employees have healthy work-life balances and are properly managing their stress both in and outside of work. They also will want to make sure their teams are feeling valued and are being given realistic expectations and workloads. One of the most influential ways to help your employees feel valued is to know their career goals and achievements and help them work toward them. Implementing these things will not only help you build better relationships with your employees, but will help encourage them on a day-to-day basis so that they enjoy their company and job, and don’t feel the need to be searching elsewhere.

Steps all businesses should consider in order to retain their workforce and reduce Quiet Quitting:

  • Discuss ways for employees to achieve a better work-life balance.
  • Help your team effectively deal with mental health issues.
  • Offer ways for employees to advance within your organization
  • Monitor workloads so as to not overwhelm valuable staff
  • Re-evaluate compensation. Raising wages may actually cost less than retraining new hires.
  • Improve time-off policies.
  • Get input from workers as to how your company can improve work life.

In a tight job market, it is important to take steps to retain your best people. Utilizing the steps outlined above should give your firm a head start at identifying and keeping your valued employees.

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