Quiet Quitting: The Silent Roar You Can't Ignore

After the Covid-19 pandemic, there was a considerable amount of discussion about what became known as the “Great Resignation”. However, a new trend has since emerged as an increasingly common alternative to resigning: “quiet quitting.” While the effects of quiet quitting may be less visible than that of the Great Resignation, it can be even more harmful to business operations.

So what is quiet quitting? This term describes the practice of employees doing the bare minimum that their position requires, and opting out of tasks beyond their assigned duties.

What are some of the signs of quiet quitting?

·       Disengaged or not interested in work

·       Not participating in team meetings or other work related activities

·       Arriving late, finishing early, taking extended breaks

·       Falling behind with their workload and/or missing deadlines

·       Declining responsibility regarding everyday tasks

Quiet quitters will generally continue to fulfill their primary responsibilities but are less willing to engage in activities beyond the minimum requirement, such as staying late, showing up early, taking on additional tasks or picking up the slack, or going to optional work related meetings.

At first, this behaviour may not seem problematic as these employees aren’t disengaging from their main tasks; they’re simply refusing to go beyond them. However, for many companies, employees that are willing to go above and beyond is a critical competitive advantage. And with most jobs unable to  be fully encapsulated in a formal job description or contract, so companies rely on employees to handle additional demands when needed.

Some would argue that going above and beyond can come at a cost for employees. However, in a healthy and balanced workplace these extra efforts are typically counterbalanced by other workplace benefits. The trend of quiet quitting suggests that employees increasingly feel this balance is off: employers are asking for more effort without sufficiently investing in their workers in return. As the economic outlook worsens, for many employees quitting will become less feasible, and therefore this quiet alternative has the potential to become more common.

Tackling the Quiet Quitting Crisis

1. Manager Engagement: Are your managers engaged at work? Senior leadership plays a crucial role in creating a workplace that promotes active engagement.

2. Communication with Employees: Employees are more likely to engage at work and go the extra mile when they feel supported by their employer. Effective support starts with understanding employees’ needs and wants. Employers should make time to connect with employees but also encourage managers to stay attuned to their teams’ and their needs. Managers need time and resources to do this effectively, so it is important to ensure you are resourcing your management team to succeed.

3. Accountability for Performance, Collaboration, and Value: Clear accountability helps eliminate confusion and wasted time on deciding who will do what and how. Employees who feel accountable for their actions are more likely to perform well. Creating a culture where employees understand how their work contributes to the business’s overall purpose can increase engagement, a sense of belonging and value.

4. Reviewing Position Descriptions and Roles: Job creep - the gradual expansion of an employee’s core duties over time - is natural but can lead to decreased satisfaction over time. Managers should take the time to review and refine job descriptions as necessary, focussing on motivating employees to perform their essential tasks at a high level while giving them space to take care of themselves outside of work.

To prevent the silent impact of quiet quitting on your business, start by fostering a supportive and engaging workplace. Engage your managers and ensure they are involved and attentive to their teams.  Effective communication and ensuring clear accountability for tasks and roles is crucial. Regularly update job descriptions to prevent burnout and increase job satisfaction.

By addressing these core issues, you can create a work environment whereby employees feel valued and motivated which will make them go above and beyond. Don't wait—begin implementing these strategies now to strengthen your workforce and maintain your competitive advantage.

If you need assistance with the implementation of these strategies or want to discuss the impacts of ‘quiet quitting’ or any other HR issue, don’t hesitate to contact our office on 02 6676 3445.