The professional side of TikTok is full of content about quiet quitting – a term that young professionals use to describe their ability to reduce their work effort to the minimum.
Quitting does not necessarily mean that an employee quits their job. Quiet quitting refers to employees who limit their workload in order to maintain their jobs and fulfill their job responsibilities. These are some examples of typical behaviors:
- Avoid taking on additional tasks as requested by colleagues/management.
- Only work during the contracted hours.
- Do not work during lunch breaks.
- Emails are not responded to outside of normal working hours.
Employers are becoming more concerned about the increasing popularity of the topic. We researched this topic and you can use the information below as business homework help.
Why do employees quit?
Employees might become quieter if they feel that their expectations are too high and they are not receiving enough support.
Employees can feel overwhelmed after two-and-a-half years of working with limited resources and may decide to leave the company. Others have seen the benefits of a better balance between work and life, and they are reluctant to go back to their old ways of working until exhaustion.
A combination of increased stress levels and employers asking for more from employees than they are able or willing to offer, is causing some workers to reevaluate the amount of effort that they are willing to put in without receiving compensation.
This movement is dominated by stress, especially with the growing emphasis on mental health at work. A combination of increased stress levels and employers asking for more from employees than they are able or willing to offer, is causing some workers to reevaluate the amount of effort that they are willing to put in without receiving compensation.
Kelly Griffith, global director for coaching services at London-based EZRA Coaching, stated that many young employees have not learned the skills and coping strategies to manage stress and intense workloads. We will see people become overwhelmed, shutting down, or checking out if we don’t put effort into developing these skills.”
Adapting to a new Reality
Current economic uncertainty is increasing the pressure. Due to a shortage of staff, the roles and responsibilities of remaining employees have increased, adding an additional (unwelcomed) burden on workers.
Many have found the constant news cycle over the past few years to be destabilizing. Some employees might be unhappy about the state of their workplace, the way they are treated by managers, or their demands to return to the central office.
Current economic uncertainty is increasing the pressure. Due to a shortage of staff, the roles and responsibilities of remaining employees have increased, adding an additional (unwelcomed) burden on workers. Many people expected this would resolve post-pandemic. However, many employers have halted their hiring plans due to the current economic climate. This has increased the burden on existing employees. Especially it is relatable for remote workers, learn more about it here.
If they feel treated unfairly by their managers or are not respectful of their staff, some employees might also quit. Employers may have a hard time determining if quiet quitting is increasing in their workplace due to the large number of workers who work remotely.
Prevention is better than cure
Recent studies show that employee engagement has declined — even after a temporary bump – since the pandemic. The State of the Global Workplace 2022 report shows that only 21% of employees are actively engaged in their work. This is a shocking statistic. It means that 4 out 5 employees could be able to quit.
Flexible work environments can be a good option for employers who are still hesitant about the idea of flexible working hours. This could include remote full-time work or flexible schedules.
Employers must recognize that stress can be a major factor in any quit situation, quiet or not. They need to find ways to stop it from taking control of their workplace. First, ensure that employees are working at a reasonable workload. Are employees being given new responsibilities? Do they feel fulfilled by the tasks they are assigned? Are they able to see how their efforts relate to larger organizational roles?
Asking managers to hold 1-to-1 meetings to discuss employee goals and feelings is one way to get the answers. Are they happy with their job?
Flexible work environments can be a good option for employers who are still hesitant about the idea of flexible working hours. This could include remote full-time work or flexible schedules. It is well-known that remote work can reduce stress for employees. Remote work can be offered for a few days per week to help with mental health issues.
Rethinking the employer-employee agreement
Traditional management styles are transactional. This means that employees get rewarded for certain behaviors, i.e. they get paid. Although this serves a critical purpose in some roles, transactional leadership styles don’t often allow employees to innovate.
Employers who use transactional management may be more susceptible to being impacted by silent quitting. This agreement is a precise rendition of the agreement. Employees are performing the tasks as specified in the job description and nothing more.
A transformational leadership style where managers and employers consider the personal and professional needs of employees can make them happy and increase productivity whether they are working remotely or at the office.
Be positive in your workplace. Employees who are engaged and happy at work are less likely to quit.
