How To Combat Quiet Quitting From Infecting Your Organization?

The term "quiet quitting" is a hot topic that has recently grabbed the headlines and social media sites like TikTok, Twitter and LinkedIn, as millennial employees have started to argue that employees should only accomplish what is necessary for their job description and nothing more. As reported by Gallup, quiet quitters account for at least half of the US workforce, or even more- which is a major workplace concern just like Great Resignation, recession and inflation. The term is misleading because it does not imply that people quit their occupations. That's called the Great Resignation. In fact, quiet quitting occurs when an employee is physically present at work but has decided to reduce the challenging tasks beyond his/her job description and set more rigid boundaries. While employers should pay attention, it is critical to cut through the noise and concentrate on the right solutions.  

What factors contribute to quiet quitting? And how can your company combat this serious workplace challenge? In this article, Rezolve.ai will explain everything you need to know about quiet quitting. Before we dive deep into it, let’s understand what exactly does "quiet quitting" imply? 

Defining Quiet Quitting

Quiet quitting does not indicate that an employee has left his job and organization, but rather that he has confined his responsibilities to those strictly within their job description to avoid working long hours. It aims to accomplish the bare minimum to complete the task at hand while establishing clear boundaries to achieve work-life balance. Quiet quitting occurs when a person does not openly plan to leave their employment but is no longer as engaged as they previously were. This could manifest as an employee who does the "basic minimum" at work, fulfilling the responsibilities outlined in their job description but having no desire to go above and beyond. This can be a concern on both a company and an individual level.

An employees’ disengagement and dissatisfaction with work and the workplace result in quiet quitting. When we spend 8-10 hours of our day at work, it's critical that our jobs make us happy. Low engagement can have a number of negative consequences for organizations, including decreased employee productivity and ROI, and high staff turnover.

Quitting quietly, on the other hand, could indicate that a person is dissatisfied with their job or is suffering from burnout. It could be a strategy for an employee to deal with burnout and relieve stress. It could also indicate that they are ready to move jobs or are already seeking one.

What Causes Quiet Quitting?

Great Resignation indeed dominated the economic news cycle last year and the first half of 2022 with record-breaking numbers. Now, in the second half of 2022, the quiet quitting trend is gaining traction at a time when the rate of production in the United States is causing some anxiety. During the Great Resignation, employees began to consider their careers, pay, and how they were treated at work. A survey conducted by Pew Research Center found that the top three reasons that provoked US employees to quit their employment in 2021 were:  

• Poor career development opportunities
  
  
• Low compensation
  
  
• Lack of respect
  
  

But what are the real reasons behind this new phenomenon? According to CNBC, quiet quitting in the United States could be a counter-reaction to the so-called hustle culture. Since the real reasons for quiet quitting are yet to validate, Rezolve.ai has compiled some of the major reasons for employees quitting quietly.

Quiet quitting occurs:  

1. When there is an overload of work
   
   One common complaint from quiet quitters is that they are "performing the tasks of two to three employees." Quiet quitters are usually once-passionate employees who are overwhelmed and overworked to exhaustion. This increased workload is frequently caused by employee turnover. When an employee leaves, the other teammate steps in until a new hire arrives, reducing the workload rather than the team leads. Employees will be frustrated with excess work when there is a long wait for a replacement.
   
   
2. When there are employees get Inadequate compensation
   
   Many quiet quitters believe that they work too hard for too little income. They feel they are being unfairly rewarded for their efforts. Employees, in turn, reduce their efforts. Employees will feel exploited if the company fails to recognize their commitment and efforts.
   
   
3. When they don’t get the right support
   
   Employees who need relevant data to perform their routine tasks always reach out to their managers or helpdesk agents. When they do not receive consistent support from the manager or helpdesk agents, employees will start searching for relevant information themselves, which takes up their work time. As a result, the real work will be pushed back.
   
   
4. When there is communication gap
   
   Quiet quitting might occur when employees do not know how to express their concerns. Employees often fail to adequately convey difficulties to their manager or mistakenly assume that the manager is already aware of the issues faced by his/her team. It is the manager's responsibility to provide a safe workplace in which employees feel comfortable speaking up. Implementing robust collaborative platforms that ensure a smooth collaboration and communication with employer and employees can avoid this situation. It allows employees to interact seamlessly with teammates and avoid misconceptions.
   

Top Tips To Prevent Quiet Quitting

Organizations should address the underlying causes of the "quiet quitting" movement to retain their top talents and improve productivity, growth, and ROI. Often, managers overlook indicators of quiet quitting. In order to avoid this new phenomenon, we have put together a list of strategies.  

1. Promote open communication
   
   Encouraging open and honest communication with employees is the most effective strategy for controlling quiet quitting. Employees must feel safe approaching their team leads when they encounter problems or challenges. Leaders should also make a point of checking in with their employees rather than waiting for them. Effective communication can help managers engage employees more effectively in their organizational roles and maintain a good relationship.
   
   
2. Encourage a flexible work culture
   
   Maintaining a positive work culture that ensures work-life balance is critical to keeping your employees interested and satisfied at work. Make sure your employees choose their work time rather than sticking to a 9-5 work time. You should also ensure that employees have the flexibility to take a break, sick leave, or personal days as needed. If possible, avoid scheduling too many late evenings or weekends during the week.
   
   
3. Make employees’ mental health a priority
   
   Mental health is a significant concern among Generation Z employees. As reported by Adecco, around 46% of millennial employees feel burned out at the workplace. One of the most effective ways to address this is to normalize discussions about mental health and create safe areas where employees can seek help. Invest in workplace mental health initiatives such as online therapy or employee support groups, and encourage management to eliminate the social stigma associated with seeking help.
   
   Making sure your employees understand how to combine work and home life is also crucial in reducing the impact of quiet quitting.
   
   Read: Tips To Build A Work Culture That Encourage Employees’ Mental Health
   
   
4. Create opportunities for career advancement
   
   Employees who feel trapped in a non-productive job are more likely to be disappointed and disengaged at work. Thus, organizations should create opportunities for employees to grow and rise in their careers. A clear growth plan with clear goals may help employees to adjust their mindset—rather than seeing more work, they will see more potential.
   
   
5. Collect employee feedback
   
   Feedback is an excellent tool for encouraging employees and effectively addressing problems. Through this process, employees will better grasp their areas for growth. Once you've acquired employee input, you should apply what you've learned to actively improve the employee experience. The choices are limitless, but they might include activities such as improving the workplace environment or providing additional opportunities for advancement. By taking meaningful action on employee feedback, you demonstrate that you value and care about their needs. 
   
   

Conclusion

Quiet quitting can be challenging to detect because some warning signs, such as absenteeism, disengagement, mood swings and low morale, and changes in work performance, may be unintentional or indicators of other issues. No matter what the root cause is, it is usually a good idea to address any changes in mood or performance, as well as any behaviors that are concerning.  

At Rezolve.ai, we believe that improving the overall work experience is the most effective method to prevent this growing workplace challenge. Just talk to your team members, get their feedback, and figure out what you can do to make them feel appreciated. When you create a positive work culture, your employees feel valued, leading to increased engagement, productivity, and loyalty- which is a win-win situation for both organization and the employees.