3 min read | Jan 26, 2023
What Is Quiet Quitting And How To Prevent It
For several months now, the phrase "quiet quitting" has been making the rounds both on the internet and in physical workplaces. But what is it, what causes it and should employers be concerned? And if so, how can quiet quitting be prevented? Let's take a look:
Defining quiet quitting
The nomenclature is quite misleading: quiet quitting isn't actually resigning. The newly adopted term refers to the long-existing approach to working in which some workers prioritize their well being and a healthy work-life balance.
Younger generations no longer tie their identities to their careers. Rather, their job is just one aspect of their lives. As Harvard Business Review explains, many employees no longer feel the pressure or desire to go above and beyond the "call of duty." They're choosing to enforce boundaries at their workplace by working only within stipulated business hours, fulfilling roles and responsibilities only as prescribed by their job description and taking their legally mandated paid time off.
The causes of quiet quitting
One of the reasons workers are opting for this way of working is because they don't feel engaged at their job. As Quantum Workplace notes, employee engagement is defined as how connected workers feel to their organization and, consequently, how willing they are to dedicate themselves to it. Levels of engagement are determined by a wide range of factors including whether workers feel their company truly espouses the values it claims to uphold, whether they feel that their employers have their best interests at heart and whether they're given opportunities for professional development.
Low levels of employee engagement can ultimately lead to workers choosing to resign. Employee turnover is costly for an organization because finding and onboarding new workers to fill the vacancies left behind can be a process that requires additional time and money. So, it's critical that businesses improve their employee engagement to prevent quiet quitting and, eventually, real quitting.
How to prevent quiet quitting
The first step is for business leaders to ascertain whether their employees are satisfied and to evaluate their attitudes toward their workplace. Employers also need to ask what factors are contributing to these perspectives. Many workers don't feel comfortable raising concerns or grievances due to fear of losing their jobs, so human resources departments could opt to administer anonymous surveys.
Once managers have the general gist of how employees feel about the organization, they can start investigating what the business needs to change or improve and implement appropriate measures. Depending on the nature of the feedback, supervisors and HR departments may choose to take actions such as:
- Reviewing and rewriting job descriptions and core tasks to be more accurate.
- Revisiting compensation and benefit packages such that they remain adequate.
- Providing skills development courses so that employees can enhance their abilities.
- Giving employees the resources they need to perform their jobs well.
- Offering support by conducting check-in meetings and making on-site or online counseling available.
Integrity Staffing Services understands organizations' need to keep the right people on their team, and we're here to help you achieve that. If you'd like to learn more about how our solutions can meet your company's unique needs, contact us today.BACK