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According to a recent survey conducted by Gallup, over half the U.S. workforce consists of quiet quitters. Unfortunately, quiet quitters can easily usurp organizational goals. Here is what you need to know about quiet quitting and how you can prevent it from affecting your business.

What is Quiet Quitting?

Quiet quitting is a term that refers to the phenomenon of employees who perform only the bare minimum at their jobs. Quiet quitters fulfill the primary responsibilities of their tasks but don't spend any more time than necessary to handle their work. They stick to their regular working hours, and managers won't find them arriving at their job early or burning the midnight oil.

While quiet quitters are not underperforming, they tend to be less loyal to the company they work for, making them risky team members.

What Causes Quiet Quitting?

Gallup attributes the rise of quiet quitting to a lack of growth opportunities, less clarity concerning work expectations, and a decline in employers concerned about their worker's welfare.

How To Prevent Quiet Quitting

Listen to Employees

First and foremost, managers must remain engaged with their employees. Take an interest in their tasks, challenges, and personal lives to build strong relationships. Workers are less likely to leave their roles if they feel their managers genuinely care about them.

It's also essential for senior leadership to support their employee's needs, especially concerning their life outside of work. Businesses that give flexibility to their employees, like allowing them to leave early to attend to their family's needs, are appreciated. The employee will be more likely to return the kindness when the employer needs extra help by staying late or working especially hard to meet a deadline.

Make Extra Work Optional

From the employee’s point of view, during hiring, they were advertised a particular job with specific tasks via the job description. When they are hired and find out that the business expects much more from them, it feels like a bait and switch, which causes a feeling of resentment. In addition, extended periods of extra work cause burnout.

You can reduce resentment and burnout by making extra work optional. If the worker agrees to take on the additional responsibilities, managers should limit the time the employee will be responsible for the excess tasks.

Give Proper Compensation

With inflation rates sky-high, workers are feeling the financial bite to their wallets. When employees surpass their goals and/or do extra work without compensation adjustments or rewards, that again leads to resentment. When this happens, they are more likely to leave the organization for another that will give them a better compensation package.

To prevent this, regularly review your compensation packages to ensure they align with market rates and reward team members doing the extra work.

Provide Employees with a Growth Path

Most workers have ambitions to grow in their careers over time. They don't want to stay in the same position for years and years; instead, they want to develop their skills and ascend the corporate ladder. If the employee doesn't believe they have a path to further success in the organization, they are more likely to leave in search of other opportunities.

You can support team members by establishing a clear path for growth in the company. Also, have regular check-ins with them so that you both are on the same page about where they are and what they need to do to get to the next level in the company.

Recognize Employees

People feel good when their efforts are acknowledged, regardless of the setting. When we don’t feel appreciated, we look for environments where we will be.

Consider adopting a recognition program to praise employees for their contributions regularly. People who feel that their employers see the value they add to the company are likelier to stick around for the long term.

Questions?

Have questions about planning for your organization’s future? Our business advisory experts are here to help. Contact us.