Employee quiet quitting is a growing trend amongst companies, where employees stop going above and beyond. This form of coasting has become increasingly common, harming companies at a higher level.
But do companies realize the root cause of employees quiet quitting?
Let’s dive in and explore employee quiet quitting in more detail.
Table of Contents
What is “Quiet quitting”?
Quiet quitting refers to the work culture where someone performs a bare minimum at their job. When they choose not to go above and beyond on their daily task, they quietly quit at their workplace. Although the words can be deceiving, the employees still perform their duties.
Some like to refer to it as coasting instead of quietly quitting because, technically, you’re still doing your job.
You’re simply not too stressed about it. For them, It’s about creating a work-life balance and setting boundaries and priorities. They’re no longer interested in the daily grind of making someone’s dream come true.
The Quiet Quitting Trends
Bryan Creely, a career coach, introduced us to the new term “quiet quitting” in 2022. “Do you hate your job but don’t want to quit? Try being lazy instead” – Bryan went on at it through his YouTube, Twitter, and TikTok profile to discuss the topic.
You can also find its references as early as 2009 by Economist Mark Boldger. Some also link it to China’s anti-work movement known as “Lying Flat.” Either way, workers’ mentality has shifted from the hustle culture to doing minimum work to keep the job.
Although quiet quitting has become most popular as an aftermath of the COVID-19 pandemic, uncertainty, and instability, Gen Z and millennials are not the only ones subscribing to the concept. Work-related burnout has been a long-term trend.
Based on the data from 2009 to 2019, the average monthly quit rate has increased by 0.1 percent each year. A record number of employees left their job in 2021, called “The Great Resignation.” Harvard Business Review says that quiet quitting is a new name for an old behavior.
Quiet quitting may not be worse for a business than an employee’s separation from the service.
Why Are Employees Quiet Quitting?
Burnout can have a significant impact on both an employee’s mental and physical well-being. The effects of burnout can be far-reaching, including depression, irritability, and an increased vulnerability to illness.
Burnout at the workplace can lead to quiet quitting. Burnout due to the lack of fulfillment and satisfaction in a worker’s job can slowly disengage employees from going the extra mile. Depending on the severity of burnout, people may quit altogether or are compelled to put the pen down after their regular working hours. The latter is the best alternative.
Quiet quitting is less about a lack of interest and more about a lost connection with the managers, unreasonable assignments, and expectations. The managers needed to demonstrate the company vision and give purpose to the employee.
Managers are the company’s role models. They set standards and must live by what they preach. If the boss is not supportive, discriminating, overbearing, and micromanaging, employees are not motivated to support them.
Employees who feel underpaid or improperly rewarded for their work often don’t see value in their tasks. According to a study by Paychex, poor compensation was the leading reason employees quit their jobs. Low wages and poor benefits can significantly cause people to quit quietly.
Employee poor compensation can result from companies failing to review their wage structure and adjust according to market standards. It makes them feel undervalued. Hence they may choose to quiet quit or search for better opportunities elsewhere.
Lack of Growth
Employees need growth opportunities to stay engaged and motivated. They join a company looking for growth, learning, and development. Fostering a culture of healthy competition, encouragement, and support among your employees can significantly boost worker engagement. It retains their interest in the job.
Employees feel stuck in their positions and need growth opportunities. They are more likely to quit quietly.
Lack of Team Work & Support
A lack of teamwork and support can lead to feelings of isolation and disconnection. Employees want to feel connected with their team members and need environments that nurture collaboration and communication.
Working in isolation is one of the leading causes of quiet quitting.
When people don’t experience the connection, employee engagement drops drastically, and eventually, they decide to quit quietly.
Building a strong team culture based on trust and communication can drastically improve employees feeling of belongingness. It ensures that employees feel supported, valued, and engaged in their roles, making them more productive and stay longer.
Rigid Policies and Procedures
Rigid company rules and inflexible policies and procedures can make it difficult for employees to navigate different work processes. They feel frustrated and disengaged and ultimately give up on the hustle culture of their job.
Moreover, when they experience an overpowering need to adhere to these rigid rules, they may quietly quit without informing the organization.
Creating a flexible work culture with understanding and empathy gives employees the freedom to make mistakes, correct them and learn along the way.
When managers and companies fail to create a culture of trust, appreciation, growth opportunities, and flexibility, they are less likely to retain their top talent. As a result, more and more employees choose to quit quietly.
To Sum it Up
Quiet quitting has become a real phenomenon, and employers must recognize why employees may quietly leave their jobs. Addressing burnout, bad bosses, unfair compensation, and lack of growth opportunities can help create a positive working environment that encourages growth and loyalty. It will ultimately help retain talented employees within the company.
By providing growth opportunities and recognition initiatives, employers can create an environment that encourages growth and loyalty, helping to retain talented employees within the company. Creating a positive culture of growth and fairness is essential for any organization’s success in today’s competitive business world.