You may have heard the term quiet quitting and think it doesn’t apply to your business. Or does it? The relatively silent nature of how younger employees tend to express their dissatisfaction and disengage from the workplace can undermine your business’ success. Your efforts to grow may be negatively affected by this disconnection. Addressing potential “quiet quitting” may help improve your overall employee morale and retention of quality employees.
In the early 2020s, driven by social media, quiet quitting became a much-publicized trend in the United States. The pandemic played a large part in the departure of employees and the re-evaluation of careers and lifestyles. During the Great Resignation, 71.6 million people left their jobs.
But quiet quitting is more insidious. It refers to employees only doing the bare minimum required at their job and putting in as little effort as possible. The worker doesn’t quit; they stay on the job. For many employees who value a work/life balance, quiet quitting is a way to avoid burnout. For others, it may be a response to a lack of acknowledgment or advancement opportunities within the company, which can decimate employee morale. Some characteristics of quiet quitting:
Across generations, U.S. employee engagement is falling. According to Gallup, Gen Z and younger millennials (born in 1989 and after) reported the lowest engagement of all.
Long before the term quiet quitting hit the mainstream, the concept itself has always defined a percentage of employees. But the pandemic changed people’s priorities. Evidence suggests that life’s demands (child and eldercare), the rise of remote work, and the appeal of entrepreneurship have driven much of the quiet quitting attitudes. Paying attention to your employee’s behavior is the first step to recognizing the problem of quiet quitting. Some signs of quiet quitting:
The obvious answer to this question is that quiet quitting hurts your productivity, negatively affects your customers, and harms your business. Job dissatisfaction is at an all-time high, and disengaged workers cost the global economy $7.8 trillion in lost productivity. Among the American workforce, quiet quitting is costing businesses 150 billion annually – even more than absenteeism. You can plan around people being out, but not a “seat filler”. Other reasons to be concerned about quiet quitting:
Combating quiet quitting entails a candid look at your business practices and culture. Employee onboarding and retention may have never been more critical than they are today. Some employee engagement strategies:
Re-evaluate how you do business by employing strategies to combat quiet quitting. Your efforts are likely to improve employee satisfaction, create a better customer experience, and advance your business goals.