How to respond to ‘quiet quitting’
You may have recently heard about the trend for ‘quiet quitting’ in the workplace. But what is it exactly?
Quiet quitting is when an employee continues to put in the minimum amount of effort in order to keep their job, but doesn’t go the extra mile for their employer.
But what exactly does it mean, and how, as a small business, can you address it and support your employees effectively?
How to notice if an employee has quietly quit
An employee might still be showing up for work on time, completing their basic duties and otherwise looking like an all-round good employee, but you might notice they don’t necessarily volunteer for new projects, take on extra responsibilities, work beyond their contracted hours or show any interest in promotion or advancing their career/undertaking any training.
It is important to remember that going the extra mile should never be an expectation of an employee, especially when there is no recognition or reward in return for it.
Why does quiet quitting happen?
Quiet quitting stems from disengagement, but this isn’t the root cause.
The most common reasons include:
Burnout
Not feeling recognised
Poor communication
Poor workplace culture.
Recent studies have shown that nearly 46% of workers feel constantly stressed or anxious, and around 40% say they actually want to quit their job within two years.
How can you support your employees?
As a small business, you’re at a unique advantage as communication with your employees can be more personal and a good workplace culture can be shaped starting with those at the top.
Address engagement from management - it’s important to make sure managers are equipped with the skills and resources to support their teams.
Encourage leaders/managers to have conversations with team members - this could be about life outside of work, as well as their strengths and goals. Perhaps a 15 to 30 minute conversation or catch-up a week?
Show team members how the work they’re doing contributes to the organisation - it helps promote a sense of belonging.
Recognise and reward effort - Public appreciation, flexible working options, development opportunities and regularly just acknowledging an employee’s contributions can go a long way towards making them feel valued and part of a team. It doesn’t always have to be a financial reward. But remember to reward in the way your employee would appreciate it, not how you think it is best done, for example some people don’t like public recognition.
Prioritise work/life balance - encourage realistic workloads, boundaries and rest. When employees feel they are trusted to manage their own time, productivity tends to improve.
See it as an opportunity
Instead of viewing quiet quitting as a negative, see it as feedback and work on turning your employee back into someone who is motivated and passionate.
Need support?
We understand that small business owners wear many hats, but with our help, HR doesn’t have to be one of them.
We are here to help your business in these types of matters. We’ve helped many clients over the years train and upskill their managers so they are equipped in having these conversations.
Please contact us – we’d love to hear from you.