Why Employers Should Not Worry About Quiet Quitting?

Sep 05, 2022

The newest buzzword in the workplace is quiet quitting. Although it may seem to be about someone quitting their job, it actually alludes to a revolt against the hustling mentality of going above and beyond the call of duty for a good working environment. 

In addition to causing everyone's life to be disturbed by restrictions and a lockdown on public meetings, the COVID-19 epidemic also caused some people to reevaluate their professional choices. According to the U.S., on average, 3.98 million people quit their employment per month between April 2021 and April 2022, during what is known as the Great Resignation. The number of resigned employees reached 4.2 million in June 2022.

People desire to reduce their workloads in addition to quitting their jobs. Quiet quitting the new term for performing the bare minimum of a job.

Quiet quitting job meaning

To avoid working long hours, an employee may choose to resign quietly rather than leave their position. Instead, they may restrict their labor to only that which is required by their job description. They want to perform the bare minimum to get the job done and establish clear boundaries to enhance work-life balance. These employees continue to perform their job obligations but do not adhere to the "work is life" ethos that would enable them to advance their careers and make an impression on their superiors. They follow their job description to the letter, and when they get home, they put work in the past and concentrate on tasks and activities that are not related to their employment.

Quiet resignation, however, could indicate that a worker is burnt out or dissatisfied with their job. Employees who are burned out may choose to leave their jobs to reduce their stress quietly. It might also imply that they are prepared to shift jobs or that they are hunting for employment right now.

Employees began considering their careers, pay, and treatment at work during the Great Resignation. According to a Pew Research Center survey, the top three reasons Americans left their jobs in 2021 were a lack of possibilities for promotion, low income, and feeling disrespected. Very much different from the traditional work environment.

Signs of quiet quitting work

Depending on the employee's motives for wishing to reduce their workload, there are many different ways to show that they are quietly departing a job. The symptoms of a genuinely dissatisfied employee may be far more obvious than those of someone who just wants a better work-life balance.

Some signs of quiet quitting meaning:

  1. not attending meetings;
  2. arriving late or leaving early;
  3. reduction in productivity;
  4. less contribution to team projects;
  5. not participating in planning or meetings; and
  6. lack of passion or enthusiasm.

Why are companies worried about quiet quitting?

Productivity levels are a big concern for company executives due to the looming threat of an economic slowdown. According to the Bureau of Labor Statistics, second quarter productivity for nonfarm workers in the United States fell 2.5% from the same time in 2016, marking the largest annual decline since 1948. Businesses are now using productivity levels as a benchmark for excellence, with some even controlling how much time staff spends on the keyboard. In response to worries about general productivity, major internet corporations like Google are suggesting that they are limiting hiring and may lay off personnel.

Employees who express their unhappiness at work in action risk more than just losing their jobs. According to Gallup's State of the Worldwide Workplace survey, productivity losses caused by dissatisfied and disengaged employees cost the global economy $7.8 trillion. Job discontent is at an astounding all-time high. The decision to abandon a "hustle culture" can lead to conflict between staff members, firm leaders, and coworkers who may be forced to pick up the slack.

How can businesses help employees?

There have been new ways of working post-covid-19. Improving the work experience is the best strategy to stop disengagement. Talk to your staff, get their input, and brainstorm ways to show them you care. Simple words of encouragement could suffice.

Next, make sure there are suitable boundaries and realistic workloads to maintain a good working environment. To ensure that staff members understand these boundaries and to foster an open and honest relationship, it's crucial to follow up with them.

Help employees cope with stress, and make sure to prioritize their mental health. Businesses should promote wellness among their staff members via digital tools or less formal check-ins regularly. Organizations must establish and enforce clear work boundaries to foster a supportive work environment. Discuss potential career pathways with the employee and look for ways to set up duties that will enable them to accomplish their ultimate objectives.

If employers don't assist staff in managing reasonable expectations and making them feel appreciated, there won't be any improvement in the rate of silent resignation.

Champion work-life balance

In 2022, the right to disconnect will still be a major concern. Employees are free to "turn off" outside of their regular working hours because of this idea, which has lately been codified in law in many nations.

Fundamentally, this boils down to work-life balance, which is more about making employees feel satisfied and content in all spheres of their lives rather than a clear 50/50 division between work and leisure, which is very different from the traditional work environment.

To protect their right to disconnect and achieve a satisfying work-life balance, work-life fit, work-life blend, work-life harmony, etc., employees need the support of their coworkers and leadership teams.

Naturally, the thought of your workers silently "quitting" is rather unsettling. The globe over, one of the biggest challenges facing HR and People Teams is employee engagement. Low engagement also directly leads to silent quitting.

Punitive measures, rigid strategies, micromanagement, or more excellent personnel monitoring are not the solution in this situation. Instead, a people-first strategy is essential to re-engaging workers in a way that gives them the freedom to respect their boundaries, find a work-life balance that works for them, and work flexibly – all within a framework that supports the company's fundamental objectives and vision.

For more information on Vista Residences, email [email protected], follow @VistaResidencesOfficial on Facebook, Twitter, Instagram, and YouTube, or call the Marketing Office at 0999 886 4262 / 0917 582 5167.  

Other blog

Try our loan calculator and find your future home!