If you clicked on this article it is because you’re probably interested in knowing more on what is quiet quitting, and the phenomenon behind it.
This article will be straight to the point.
What is quiet quitting
And why are employees choosing to do that
Let’s start with explaining what is quiet quitting 📣
"Quiet quitting" is a term used to describe a situation in which employees disengage or become disinterested in their jobs without formally resigning or quitting. It refers to employees who may still physically show up to work but have mentally checked out, resulting in decreased productivity, motivation, and overall job satisfaction. These employees often do the minimum required to get by but no longer contribute their full effort or engage actively in their roles.
Common signs of quiet quitting may include ⬇️
Reduced productivity:Employees who are quietly quitting may complete tasks slowly or inefficiently, resulting in a decrease in overall productivity.
Lack of enthusiasm: They may no longer show enthusiasm for their work, colleagues, or company initiatives.
Decreased collaboration: Quiet quitters may withdraw from team activities, meetings, or collaborative projects, leading to a decline in teamwork and communication.
Increased absenteeism: Some employees may start taking more sick days or personal days as a way to disengage from work.
Negative attitude: Quiet quitters may exhibit a more negative attitude, complaining about their job or company culture.
Decreased innovation: They may stop contributing new ideas or innovations, as they have lost interest in improving their work or the organization.
According to an article citing Gallup’s study there is a high rate of employees quiet quitting such as:
“Internationally, nearly 6 in 10 employees report disengagement — otherwise known as quiet quitting. Gallup estimates that this costs the global economy $8.8 trillion, or 9 percent of the global GDP. “
Having these numbers in mind, what are the reasons employees are seeking news opportunities?
Some common reasons why employees may seek a new job include:
Career Advancement: Many employees seek new job opportunities to advance their careers. They may feel that their current position does not offer enough growth or upward mobility, and they want to take on more challenging roles with better prospects for advancement.
Higher Compensation: Salary and benefits are important factors for many employees. If they believe they can earn a higher income elsewhere or if they feel underpaid in their current role, they may actively search for better-paying positions.
Better Work-Life Balance: Achieving a healthy work-life balance is essential for overall well-being. Employees may look for jobs that offer more flexible hours, remote work options, or reduced stress levels to improve their quality of life.
Unsatisfactory Work Environment: A toxic or unsupportive work environment can be a significant motivator for employees to seek new opportunities. They may want to escape from a negative culture, conflicts with colleagues or supervisors, or excessive workload.
Desire for New Challenges: Some employees thrive on novelty and challenge. They may seek new job opportunities to learn new skills, work on different projects, or explore different industries.
Geographical Relocation: Personal reasons such as moving to a new city or being closer to family can lead employees to look for jobs in different locations.
Company Instability: If employees perceive their current employer as financially unstable, they may start searching for jobs with more job security.
Lack of Recognition: Employees often want their contributions to be acknowledged and rewarded. If they feel undervalued or underappreciated in their current role, they may seek new opportunities where their efforts are recognized.
Ethical or Moral Concerns: Employees may leave their current jobs if they have ethical or moral objections to their company's practices or products.
It's essential for employers to understand these motivations and address the factors within their control, such as improving workplace culture, offering competitive compensation, and providing opportunities for growth and development, to retain valuable employees and attract top talent.
How can you enhance engagement with your employees?
Knowing how to motivate your team is key, but bringing psychological safety to your woking space is also essential. We asked Juliette Laoul, Talkspirit's HR Director to give us the download on how to bring psychological safety at work.
➡️ Here are 10 best practices ⬅️
1. Set an example by normalizing vulnerability at work. 2. Encourage managers to share their own mistakes and lessons learned with their teams. 3. Support managers to ensure that every team member has their say. 4. Giving meaning to work. 5. Be the guarantor of the corporate culture, and ensure consistency between vision and reality. 6. Ensure that company charters and policies are respected. 7. Participate actively in the life of the company.
8. Position yourself as an interlocutor close to the field, while keeping in mind the company's performance challenges. 9. Help teams assess and optimize their workloads.
10. Support career management by mapping the skills used and those to be developed.
Say no to disengaged employees and make your working space a collaborative and stress-free workplace.Book a call with our team and let us know your project