Quiet quitting has been trending a lot lately. However, it is just a new term for a persistent issue in a changing workplace environment.
Quiet quitting is defined as performing only the tasks that are assigned to an employee by the manager and not going above and beyond the job description. In other words, Quiet quitting refers to not doing extra work that you won’t get compensated for.
Quiet Quitting is just doing the tasks involved with your assigned role, no more, no less.
The reasons behind quit quitting are different for each individual. The reasons behind quiet quitting can be employees who are underpaid, burned out, or experiencing work-family conflict.
These employees continue to perform their daily tasks but do not give extra effort to advance their careers and make an impression on their superiors. They work on the assigned tasks, and after logging off, they put work in the past and concentrate on tasks and activities that are not related to their employment.
Quiet quitting, however, could be a sign that an employee is burnt out or dissatisfied with their job. Employees who are burned out may choose to quietly leave their jobs to reduce their stress. It might also imply that they are looking for new jobs.
Signs of Quiet Quitting:-
Depending on the employee's motives for wishing to reduce their workload, there are many different signs of quiet quitting, including:-
Ways to manage quiet quitting -
It is necessary to manage quiet quitting to increase productivity and improve employee engagement in the organization. Some of the ways to manage quiet quitting are as follows:-
1. Monitor the changes in employee behavior
Mostly, underperformers are the quiet quitters in the company. You might notice that they may suddenly stop participating in meetings, take less initiative, or become disengaged.
These changes in behavior are the signs that an employee is going through personal difficulties or that they need a break. And it's OK that people are prioritizing their physical and mental well-being over their careers.
However, it's critical to remain alert to these signs because their disengagement starts to negatively affect their productivity at work. To resolve it, management can provide the required support to the employees.
2. Encourage a positive attitude and create opportunities to reward success
If there is a strict leader who keeps his or her team focused on the task at hand then this type of behavior can harm your employees. If they feel like they are not being recognized for their hard work, they will be more likely to leave.
A good way to counter this tendency is by rewarding success whenever possible. Even small rewards such as lunch with the manager or an extra hour off from work can go a long way in building morale and encouraging good behavior in your workplace culture. In this way, you can also increase employee satisfaction.
Other ways to recognize the employees for their hard work are as follows:-
3. Set limits and respect work-life balance
Quiet Quitting allows employees to establish boundaries and stop coworkers or supervisors from stepping into their time. To fulfill the work-life balance needs of employees and to manage quiet quitting, companies can set clear parameters for the team to follow.
Today's workforce is strongly committed to establishing clear boundaries that promote a healthier work-life balance. On behalf of your team, you can reinforce these boundaries.
4. Make growth opportunities available
The employee is more likely to be unhappy and disengaged at work if they feel stuck in a dead-end position. To resolve this issue, you can create opportunities for people to develop and advance skills within the company.
For example, Giving employees training and the opportunity for growth with the help of new tasks and stretch assignments.
5. Promote employee well-being
Many employees view quiet quitting as a crucial component of mental wellness. When you place a high priority on your employees' mental, physical, and emotional well-being, they are less likely to feel the need to withdraw in the workplace to protect themselves from harm.
Your goal should be to support your employees rather than pose a threat to their safety. By reiterating your dedication to employee health and following through on your promises, you create a safe environment at work where your team can be completely authentic and reach their full potential.
6. Start collecting feedback
It’s normal for employees to feel nervous or hesitant when they first begin giving you feedback. They might be concerned that they’ll offend you, so don’t take it personally. If someone seems particularly stressed by the idea of giving you feedback, ask them for help in coming up with a plan for how to move forward together.
Be sure to set aside time and make it clear that by collecting employee feedback you want to hear what your employees feel. Employee feedback plays an important role in managing quiet quitting.
In conclusion, we have seen that the problem of quiet quitting is something that needs to be addressed to keep your organization healthy. If you do not address it, then it can lead to a loss of talent and productivity which will affect your bottom line as well as your ability to remain competitive in an increasingly global market.
If you want to know how your employees feel, Dropthought can help you to collect your employee’s feedback, create delightful experiences for them, and more.
Dropthought is a user-friendly, omnichannel, and real-time employee experience management platform. We empower companies in different verticals to create delightful experiences for employees across their employee journey. Get detailed analysis and insights from data to exactly know what your employees think and what actions you need to take to delight them.
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