Quiet quitting has become a disturbing trend in the workplace, where employees put in minimal effort just to get through the day. While it may be easy to blame the employees for their lack of motivation, it’s crucial to consider the underlying factors that contribute to this behavior. The COVID-19 pandemic has had a profound impact on our lives, from changes in the way we work to the way we interact with each other.
Accordingly, we should address the issue of quiet quitting as a result of a swiping pandemic and stop blaming employees. In other words, we should approach things differently and adapt to change.
In this blog post, we’ll explore some of the signs of quiet quitting and suggest 5 tips to combat this issue.
Ready? Let’s go!
What is “quiet quitting”?
Quiet quitting, AKA "presenteeism," is the phenomenon where employees put in the minimal amount of effort required to get through their workday. They do not invest any additional time, energy, or enthusiasm into their job beyond what is necessary to collect their salary. This behavior can have negative consequences for both the individual employee and the organization they work for.
For example, employees who engage in quiet quitting may be less productive, more disengaged, and less satisfied with their work. This leads to decreased morale and increased turnover rates. Additionally, organizations may experience lower-quality work output, decreased customer satisfaction, and reduced profitability.
Although quiet quitting has gained attention in recent years, some argue that it is not a new phenomenon. Employees may have always engaged in this behavior, but it has only recently been recognized and labeled as a new trend.
Quiet quitting signs
Here are some of the signs to help you know if you’re employees are quiet quitting:
Increased cynicism & negativity in the workplace
Research shows that burnout is a prevalent issue in today's workplaces - with up to 23% of employees feeling burnt out often or always. If you notice that one of your employees is becoming increasingly negative and cynical, it could be a sign that they are quiet quitting.
While everyone has bad days, consistent negativity and unhappiness can be a cause for concern. In fact, studies suggest that burned-out employees are 63% more likely to take a sick day. And, They’re 2.6 times more likely to be actively seeking a different job.
All this suggests If your employees are burned-out, cynical, and demotivated, they’re more likely to start quiet quitting. This sign shouldn’t be neglected. So, managers and employees should consistently check on their employees and provide support.
Disengagement & disconnection
Another sign that you should watch out for is disengagement and disconnection. So, if you observed a typically chatty and upbeat member of your team becoming unusually zoned out or absent-minded during recent meetings. This may indicate a lack of motivation or even apathy, which could directly lead to quiet quitting.
Low-quality work & lack of productivity
Again, Let’s say you noticed that one of your employees is taking longer than usual to complete tasks. And, he/she repeatedly delivers subpar work on a regular basis. This could be a sign that they are quiet quitting. This behavior could stem from a variety of reasons, such as feeling overworked, underappreciated, or dissatisfied with their role.
So, as a manager or team leader, it's important to pay attention to these warning signs and take action to address the situation.
Here are 5 tips to deal with “quiet quitting”
Express gratitude and appreciation to your employees
Sometimes the problem of quiet quitting could stem from your employees not feeling appreciated and valued by their organization. That’s why showing gratitude and appreciation is a great way to motivate your employees and avoid workplace negativity & low morale. This in return can help prevent the issue of quiet quitting from happening.
I know In today's fast-paced work environment, it can be easy to forget to show your employees gratitude and appreciation. However, taking the time to express your appreciation can make a huge difference in the morale and productivity of your team. And, it is the right thing to do.
At the end of the day, your employees are human beings who deserve to be valued for their hard work & dedication. And, doing this consistently will help your employees feel motivated, engaged, and positive about their roles - leading to more job satisfaction and less quiet quitting.
Help your employees establish a work-life balance
It’s clear that employers should get the best out of their employees. However, this doesn’t mean you should push them over the edge. Again, your employees are human beings and their well-being is pivotal to the success of your organization. Guess what? Your employees are more likely to quiet quitting if they’re struggling in their work. And especially when they don’t have a life-work balance.
So, To avoid that, you need to take care of their physical and mental health and help them establish a work-life balance. This will prevent employees’ burn-out, demotivation, and presenteeism - which can help you combat quiet quitting.
Avoid micromanagement
Imagine someone commenting, criticizing, and watching every little thing/detail you do - That sucks! Well, this is how micromanagement feels to most employees. It’s no fun!
Micromanagement is a common practice in many workplaces, but it can actually be detrimental to both the employer and the employees. That’s because it can lead to a lack of trust, reduced productivity, and ultimately a negative work environment. All this may eventually lead to your employees quiet quitting.
Instead, try to encourage employee autonomy in the workplace. This would increase productivity, boost employee morale and job satisfaction, and increase trust and loyalty - all of which prevent quiet quitting.
Invest in your employees’ growth
Another way to deal with quiet quitting is to invest in your employees’ professional growth & development. As you know, to keep your team motivated, you should provide them with opportunities to grow professionally and even personally. No one likes a job that limits or hinders their potential.
Investing in employees’ growth keeps your team motivated, productive, and satisfied. It also gives them a sense of meaning and fulfillment in their roles, which is extremely important to combat dissatisfaction and quiet quitting.
So, as an employer or manager, you should offer your employees resources for growth. This could be in the form of free training, leadership programs, and other means for professional & personal development. Do this and you will dodge the bullet of quiet quitting, or at least be shielded against it!
Lead by example
As a leader, make sure you model the behavior you want to see in your employees. If you come to work when you're sick or exhausted, your employees are more likely to do the same. Encourage your team to take time off when they need it, and support them when they do.
Remember that as a team leader, your role is critical and affects your employees. So, By supporting your team when they take time off, you demonstrate that you trust them to manage their workload and that you value their overall well-being. This can help boost morale, build trust, and improve employee retention.
Most importantly, this will help you deal with the issue of quiet quitting or preventing it in the first place!
Wrapping Up
In short, quiet quitting is a serious issue that can have serious negative consequences for both individuals and organizations. By prioritizing employee health and well-being, however, organizations can combat this and create a more productive and positive work environment. Always remember that the only way to solve this issue is by attending to your employees' needs.
And why not also respond to society's needs with an activity that has a real societal meaning?