No, it doesn’t mean they are quitting quietly, as it may sound. Quiet quitting is about doing the bare minimum to keep the job going without any hunger for challenges, extra work, or even recognition! However, the good news is that leaders can spot it by understanding a few causes and taking corrective steps.
The Internet is abuzz with a new term—quiet quitting. Simply put, it is when the employee restricts their work to just what the role demands and does not seek extra work or challenges, leave alone work beyond office hours.
In today’s day and age, just after we have contemplated the why and how of Great Resignation, discussing quiet quitting can seem a little strange. Reports say that quiet quitting is possibly great resignation in another form and just that attrition is being replaced with unproductivity.
During the pandemic, employees have re-examined their relationship with work. The concept of work-life balance has assumed all the more significance. Amid these, employees are probably resorting to quiet quitting for many reasons.
Here is what leaders should know to understand quiet quitting and take corrective steps.
Check rewarding systems: Deciding to not go beyond the job description can also mean dissatisfaction over lack of recognition and rewards. The tendency to execute just the bare minimum to keep the job ticking can be due to a lack of incentives, lack of visibility, career opportunities, and advancement.
Attend to communication: Many experts have claimed that another key aspect linked to quiet quitting is the age-old problem of poor communication. Often poor communication leads to unwanted confusion and chaos at the workplace, resulting in fatigue and stress.
Look for burnout: With the growing attention mental health is receiving post covid, employees consciously choose what is good for their mental health. After all, if the job and the pay they receive are linked to their well-being, they wouldn’t want to feel like they have to stretch their capabilities on all days!
Quiet quitting can be a worry for organizations as it means a lack of energy or absence of drive, impacting efficiency and productivity. However, decoding the causes can take them closer to the solution.
Some simple solutions are seeking feedback and more conversations to motivate. On the whole, it could be a lot about fostering a sense of belonging and ensuring the psychological safety of employees.
