The Quiet Quitter
I recently came across an article on “quiet quitting” that really got me thinking, so I thought I would share my perspective with you.
In my opinion it should be called “employee mediocrity.” Meaning, an individual who is excellent at their profession may decide to only complete the minimum requirements of a task if they think the employer does not value their input. An employee who choose to ignore their work problems because they believe nothing will make the situation or their work environment better may experience “quiet suffering.”
Quiet quitting involves performing the absolute bare minimum of a task; not doing more or less, just what is necessary to meet the job requirement. Quiet quitters merely maintain their position; they don’t quit or look for work elsewhere. Some employee’s are even able to maintain this practice for an extended length of time —years.
Reading suggestion:
The Truth About Employee Engagement – https://amzn.to/41746tw
The Trend – Quiet Quitting
The quiet quitting trend is not a new phenomenon; it has been around for a very long time and the activity exists in both the private and public sectors. It was formerly referred to as the 80/20 rule – Pareto Principle, which states that 20 % of the employees are doing 80% of the work in an organization. According to a 2020 Gallup poll, 50% of the US workforce is comprised of quiet quitters. The poll also indicated that the trend is ticking upwards as millions of employees are not going above and beyond their job description and this could become a challenge for businesses which are customer focused and at times require extra effort to satisfy their customer needs.
Businesses should attend to the trend quickly so it doesn’t become contagious. Yes, it can become a contagion, as other employees may adopt the same mindset after seeing what the quiet quitters do, or rather don’t do. It is important that businesses recognize the issue because quiet quitting can take root and have a negative impact on the business.
Viewpoint – Quiet Quitting
Having been on both sides of the debate, I can share with you some of the key reasons for employee disengagement – quiet quitting:
- Lack of Respect
- The belief that their efforts are undervalued
- Concerns and issues are ignored by management
- Compensation – salary and benefit needs not being met
- Work-life balance – not enough time to attend to personal/family issues
- Professional Growth
- Workload Stress – unbalanced workload
- Micro – Management
Businesses are fueled by the individual and combined talents, and skills of its workforce. Therefore, giving attention to the needs of employees will serve businesses well.
In case you missed my post on People Ops, check it out here https://t-worktalk.com/people-are-a-companys-greatest-asset/
The Disengaged Business
Surprise! Managers are also quiet quitting because they are unable to deal with the quiet quitters. Some managers may find it difficult or are unable to cope with the employee who decides to work the minimum. Train mangers on how to recognize the “quiet quitter” so that they can take the appropriate action to correct the situation.
Here are some things businesses can do to re-engage the quiet quitters:
- Lead by example; be respectful and mindful of all levels of employees not only your peers
- Compensate employees appropriately; keep in pace with the cost of living and pay a livable wage
- Provide flexible work schedules; promote family values and wellness
- Promote people operation (People Ops);assign a team / unit solely for the purpose of people wellbeing
- Reward outstanding work in a meaningful way; don’t take all the credit
- Provide a channel for employees to anonymously share their concerns and questions
- Recognize your employee’s strengths and talents and promote accordingly
Remember… happy workplaces are the result of engaged personnel.
T’s Tip: Life Matters…You Matter!
Connect with us @ https://t-worktalk.com/ and be inspired.
