The Growing Trend of ‘Quiet Quitting’ – What is it? & Should you be worried?
Employment trends come and go. One of the most talked about, especially after going viral on TikTok, is the trend of ‘quiet quitting’… so what is it?
Despite what the name suggests, quiet quitting isn’t actually leaving your job. In fact, it is doing what your job requires but nothing more… no extra tasks, no checking emails outside of work, no staying late, no attending anything that isn’t mandatory. Employees are simply what is detailed in their job description, and nothing more.
But why? Well, because workers have grown tired of the lack of recognition when they go above and beyond. Because they aren’t being compensated in line with the work they are doing. Because they don’t want burnout. Because they want a better work-life balance. Because they are ‘acting their wage’.
Recent surveys have suggested that there is an increase in the number of workers who are disengaged with their jobs and becoming ‘quiet quitters’ and of these people, most eventually decided to move on.
So, is this a bad thing?
For workers, not necessarily. It is important that employees have their own agency and push back against unsuitable and sometimes toxic work cultures. The notion of quiet quitting in itself, can suggest that there is a norm of doing extra, unpaid work in order to advance in your career, which is wrong. Doing the work, you are paid for should be the standard and not an act of mutiny.
However, if you are an employee who finds themselves in this position, perhaps ask yourself what is creating the lack of engagement and is it time for you to move on? Many people actually enjoy contributing to their work culture outside of the deliverables and in losing this, you may lose some of the enrichment that helps sustain longer lasting careers.
For employers, ‘quiet quitting’ could indicate larger problems within the business surrounding poor management, unfair compensation, employee disengagement and lack of recognition. To retain top talent, it is crucial that listen and invest in order to build an engaged workforce.
How can you better engage your team? Well, here are a few top tips…
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Redefine core job takes – Reflect on what work is necessary and what qualifies as extra, then motivate employees to perform those essential takes at a high level.
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Address manager engagement – Oftentimes issues start at the top, so it is important to ensure management are engaged.
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Connect with employees – Listening is a crucial skill in all aspects of life, so it’s time to open your ears to your team; this could be through surveys, meaningful conversations, taking the time to understand their goals, what motivates them & how they like to be recognised.
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Invest in the employee experience – Whether this be rewards, health & lifestyle benefits, words of encouragement or mental health support. Find out what works for your team and put it into action.
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Set appropriate boundaries – Establish clear work-life boundaries.
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Define career paths – Make clear, actionable paths to enable employees to reach their career goals.
Whilst this trend may have less of an upfront impact compared to that of The Great Resignation, it can still be incredibly damaging to business and has drawn attention to widespread dissatisfaction among many workers. Leaders must now focus on ways to motivate their employees, really listen and engage with their unique needs as individuals and create open cultures.