The post-pandemic has resulted in what people may call The Great Resignation. However, the rising number of people quitting their jobs started even before the pandemic. The pandemic was just another factor on top of others like retirement, benefits, and salary. Some of the workers who stayed with their companies despite not wanting to go back to face-to-face set-up now face another enigma: quiet quitting.
While quiet quitting is not illegal or bad, organizations are keener on hiring and keeping employees who take the initiative. Even if the job is done, and the deadlines are met, companies appreciate employees who go the extra mile. However, a survey by Gallup found that quiet quitters make up at least 50% of the U.S. workforce – probably more.
What it looks like
But what is quiet quitting and what does that actually look like? While it sounds like an employee simply ghosting a company or going AWOL indefinitely, Investopedia defines it as “doing the minimum requirements of one’s job and putting in no more time, effort, or enthusiasm than absolutely necessary.” In simple terms, it means doing the bare minimum. It means no overtime, early in, or even work calls from home. Some are referring to it as a silent protest against the hustle culture.
The pandemic has brought about new ways to learn and work from home. Employees found their bearings and had adjusted to a remote work-set up. However, since the borders went down and restrictions were eased post-pandemic, more companies have been asking their employees to return to their offices. Though workers have found that they could continue doing their jobs in the comfort of their own homes, not everyone has the luxury to do so. Some were forced to be back on-site to keep their jobs. As such, workers are less engaged and less fulfilled with their everyday routines.
Dealing with quiet quitting
For multiple reasons, employees are staying at their jobs despite feeling disengaged from them. Other factors such as company benefits, or lack of it, could also cause quiet quitting. In this age, when mental health is rightly being prioritized, employees are preferring to strike the perfect balance between work and play. Career coach Bryan Creely also used the term “quiet quitting”, acknowledging how people are using this instead of actually quitting to set boundaries between their work and personal life.
Quiet quitting is a management problem and therefore can be solved by the management. Offering more collaborative projects in the office can be a step. Employees could lessen the feeling of being detached from their jobs if other workers are involved in the shared tasks. It may spark back enthusiasm while encouraging harmonious working relationships among colleagues. Delegating responsibilities that include directly reporting to the higher up may also be a way to make employees feel that they are valued. It also helps for employees to know how their position directly affects the organization.
An organization that invests in its employees’ development is most likely to retain them. Providing a healthy working environment with proper work and life balance is key to preventing burnout and quiet quitting.
Photo credit: The feature image is symbolic and has been done by Monkey Business. The infographics in the body of the article have been done by Statista.
Source: Joseph Fuller and William Kerr (Harvard Business Review) / Jim Harter (Gallup) / Greg Daugherty (Investopedia) / Jason Richmond (Forbes)
