Many believe the term “quiet quitting” came from TikTok. If you’ve heard or read the term used recently, you might be wondering the meaning behind the phrase and why it seems to be an increasingly popular topic of discussion.
Simply defined, quiet quitting is when employees show up for work but basically stop trying. While the minimum requirements of a position are met to avoid getting fired, workers don’t do much, if anything, beyond that.
If this new term doesn’t resonate, maybe you’ve heard of the previously used phrase, “disengaged employees.” Indeed, employers have been looking for ways to boost employee engagement for years. However, a few things have changed recently.
How We Got Here
First, the rise of the Internet — and particularly social media — have made it easier for workers to communicate and commiserate about the downsides of employment, perceived or real. In some cases, misinformation and hysteria runs rampant, convincing employees they’re being treated unfairly. This makes quiet quitting seem justified.
Second, the pandemic happened. Its sudden onset in 2020 rapidly accelerated what was already a growing practice: remote work. Perhaps ironically, connecting to work remotely via technology can sometimes foster disconnection between an employer and employee. Someone working from home, with little regular interaction with a supervisor or fellow team members, may easily slide into disengagement.
Finally, there’s the Great Resignation. The trend of employees voluntarily leaving their jobs continues to negatively impact employers. Although low unemployment is generally considered a positive economic indicator, it’s a huge challenge for organizations looking to stay optimally staffed.
Moreover, the Great Resignation has signaled a shift in the power dynamic of employment — with employees in some industries now having more of an upper hand. This has driven many workers to literally quit. But, for others, it’s meant quietly quitting; confident in the knowledge that finding another job won’t be too difficult if they’re terminated.
Three Steps To Address The Issue
So, what can employers do to manage this challenge? Here are three steps to consider:
1. Assess the situation. Just how severely quiet quitting is inhibiting an organization can vary widely. While you shouldn’t ignore it, you also shouldn’t assume it’s a major problem without gathering data. Conducting employee surveys, holding honest discussions with supervisors, and adhering to a comprehensive performance management process can all help you do so.
2. Invest in leadership development. For all but the smallest organizations, pinpointing and addressing every quiet quitter is likely an exercise in inefficiency. Your best tactic is to train and upskill supervisors and other leaders so they can spot potentially disengaged employees and bring them back into the fold.
3. Address the specific needs of each team and position. The purpose of a workplace team and the job description of each position tend to dictate the level of ’care and feeding‘ that an employee needs. Forcing some employees into too frequent meetings or team-building exercises may only exacerbate the situation. However, others might need more interaction and attention, whether they realize it or not.
New Term, Real Problem
According to Gallup’s “State of the Global Workplace: 2022 Report,” at least 50% of U.S. workers can be defined as quiet quitters — and that could be an underestimate. Keep a close eye on employee engagement at your organization and take reasonable steps to strengthen it. Our firm can help you measure productivity and identify ways to motivating your workforce. Contact our human capital solutions team for assistance.