Quiet quitting refers to a workplace where employees remain in their current job while giving the least time, effort, and energy necessary for the role.
A combination of technological development and the post-COVID-19 environment has led to an increase in quiet quitting. Employers continue to face challenges due to employees’ evolving priorities and enlightened viewpoints as they witness a rise in disengaged workers who quietly quit their jobs.
Quiet quitting isn’t new — it’s gone on for decades. However, it may be reasonable to assume that the economy, inflation, and the pandemic have increased the practice currently. <<Pull Out Quote>>
According to a Gallup survey, 50% of the workforce quit quietly as of November 2022. Additionally, motivation and engagement are at record lows.
Some may think that quiet quitting is a way for employees to achieve a work-life balance that they are missing, but the result is quite different.
Is quiet quitting because of dissatisfaction with salary a form of “disobedience” at work? According to a recent Monster poll, 60% of workers quietly quit their job because of compensation. Most Loved Workplace research shows different data – only 20% of employees leave because of salary, while over 90% leave because of a lack of respect.
Most Loved Workplace studies indicate that employees are 95% more likely to stay up to 2-4 times longer at the company and 94% more likely to perform up to 2-4 times more and better when they love their workplace environment. According to Most Loved Workplace, factors such as feeling uninvolved in team decisions, not getting development or guidance in their career, and feeling disconnected from the company’s vision and its values all contribute significantly to their willingness to stay and perform more. To meet the demands of employees, leaders must become even more effective by improving their leadership styles and philosophy and engaging in a process to develop their company culture.
According to Gallup researchers, bad management is to blame for this. Only one in three managers is fully involved in the doings of their team members. Also, they need to be better prepared to operate in the new hybrid setting. The good news is that it will take very little to fix this. However, leaders need to recognize the signs of quiet quitting to ensure it is a problem facing them and not something else.
The Tell-Tale Signs of Companies That Are Likely Experiencing Lots of Quiet Quitting
Depending on employees’ motives for wanting to lighten their workload, several quietly quit their job. Genuinely dissatisfied employees may be far easier to spot than those seeking a better work-life balance.
● Some signs of quiet quitting include the following:
● Failing to arrive for scheduled meetings;
● Minimal participation in team initiatives;
● Absence from planning or meeting;
● Leaving too soon or too late;
● Reduced productivity; and
● Lack of excitement or emotion.
Quitting quietly can be a strategy for dealing with burnout. According to research, burnout is a significant risk in the job, especially for younger Gen Z workers in their twenties. According to a Microsoft poll of thirty thousand employees, 54 percent of Gen Z employees are thinking about quitting their jobs because of it.
Also, according to a new McKinsey survey, many individuals are leaving their 9 to 5 jobs to launch their businesses or pursue non-traditional employment like gig, temporary, or part-time positions.
It also demonstrates that some people leave their jobs to take a break or care for family members, as remote work has eliminated barriers to working or living abroad.
While Millennials and Gen Xers between the ages of twenty-five and forty-five are primarily the ones exploring self-employment and new modes of work, Gen Z workers between the ages of 18 and 24 value flexibility and purposeful work the most.
According to experts, the ‘passion economy,’ where individuals work more on what they love, has ushered in a new era of side jobs ranging from activism to craft.
Companies experiencing lots of quiet quitting are usually not investing and creating stretch assignments at all levels, clearly communicated job paths for advancement, town hall meetings, career development, and mentorship for those stuck in routines. <<Pull Out Quote>>
There is a need to be more inclusive and incorporate different voices, strengthening manager and employee conversations to discover where employee interests are–ranging from flexible schedules, mental health, counseling, time off plans, employee recognition to company values, and so much more.
How to Prevent Quiet Quitting At Work?
One of the best ways to prevent quiet quitting at work is by boosting employee engagement. Although increasing employee engagement can be complicated, it eventually pays dividends.
You can increase employee engagement in several ways, including offering rewards, providing employees with growth opportunities, and allowing them more freedom. Your team members will be engaged and driven to produce their best work if you provide them with the skills, resources, and tools they need to perform their jobs properly.
But more important than increasing employee engagement is creating a healthy work culture based on “love.”
A great workplace culture fosters teamwork, raises morale, stimulates efficiency and productivity, and improves retention—all of which are crucial in an age of quiet quitters! Creating a healthy workplace environment also aids in lowering employee stress and burnout. Your employees are less likely to disengage and leave if the setting is more favorable for their growth and success.
Is There Any Company That’s Resistant To Quiet Quitting?
Yes. The best companies, employers of choice, have found ways to inoculate themselves against quiet quitting. They have specific measures in place, invest millions of dollars in counselors, coaches, and career and leadership development, and give employees special accommodations based on their life circumstances. It is their antidote for quiet quitting and a blueprint for other organizations to follow.
