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What is “quiet quitting” and what can you do about it?

On Behalf of | Sep 14, 2022 | Employment Law |

The United States has always been known for its work-hard-to-get-ahead mentality. Days that start before dawn, 60-hour work weeks and forfeited vacation time have long been the expectation of Americans looking to win at work.

However, it has become clear that the workplace is changing. Employees are demanding better work-life balance, fairer pay and advancement opportunities without overachievement.

What is “quiet quitting?”

When quiet quitting, an employee intentionally limits their workday to their job description. They only do the bare minimum at work, and set clear boundaries around their work-life balance. While these employees fulfill their duties, they are dispensing with the “work is life” mentality.

Why are employees “quiet quitting?”

Quiet quitting can indicate burnout or an impending exit. However, there is a reason why quiet quitting is so widespread: over the last few years, many employees examined their careers, pay and treatment at work. They discovered a sense of being disrespected, with low pay and limited advancement opportunities. Their response is quiet quitting.

How can you prevent your employees from “quiet quitting?”

Preventing quiet quitting starts from the top down. Today’s work environment is demanding a management style that supports environments that allow employees to feel respected and empowered. Gallup recommends that team leaders schedule a weekly check-in with each employee individually; even a 15-minute conversation can be effective.

Recognition for individual performance is imperative, as is team collaboration. Employees must see how their contribution affects the organization. Importantly, your culture must be engaging and inclusive.

If your organization does not want to fall prey to the quiet quitting phenomenon, making an effort to listen to employees, provide fair compensation and recognize their contributions can help.

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