Quiet quitting is the subtle approach of doing the “bare minimum” and gradually fading over time rather than abruptly leaving your role. This problem creates uncertainty and instability in the workplace, causing disruptions to workflows and timelines. As well as delays in finding a suitable replacement and additional costs associated with hiring, onboarding, and training new employees.
Why is it happening?
With the rise of digital tools and a preference for well-being and job suitability, job seekers now have more options when finding new opportunities.
Secondly, modern workplaces are much more fast-paced and stressful. Employees working longer hours with little recognition and support lead to burnout, which is why quiet quitting might be the preferred option for some people.
4 Signs an Employee Is Quietly Quitting
1. Lower work productivity
2. Distracted and unmotivated
3. No longer listen to instructions
4. Less involvement in team projects and meetings
How to resolve ‘quiet quitting’ indicators
Open Communication – employees should feel comfortable discussing any issues they’re experiencing at work.
Identify Employee Values – identify what your employees value, and then try to meet those.
Increase Employee Engagement – Employees want exciting projects, opportunities for professional growth and an overall positive work environment.
Provide Flexible Scheduling Options – this includes ways of working that allow employees to have a more balanced life.
Conclusion
Quiet quitting is a problem because it can lead to disruption within the workplace, difficulty backfilling positions quickly, and a negative reputation when attracting new talent.
That is why employers need to recognise potential employee dissatisfaction and adjust as needed to retain valuable talent.
If you want to be proactive, speak with a recruitment consultant to provide more insight, start building a pool of your ideal candidates on standby and plan for growth if quiet quitting or any sort of quitting happens.