Understanding ‘Quiet Quitting’
‘Quiet quitting’ is the new term for emotional disengagement. Contrary to what the name suggests, it doesn’t mean quitting your job—it refers to doing the bare minimum to avoid getting fired.
Employees who are quietly quitting continue to fulfill their job duties but refrain from going above and beyond. The typical signs of quiet quitting include:
- Avoiding standing out to managers
- Refraining from taking on extra work or responsibilities without immediate return
- Not covering for colleagues
- Avoiding additional tasks or roles previously held
- Boycotting unnecessary marking or assessing
- Working strictly between 9:00 am and 5:00 pm (or contracted hours)
- Not responding to emails outside working hours
- Limiting meeting attendance to 50 minutes
- Not sharing new ideas or taking on extra tasks
While it may seem like a new trend, quiet quitting has been around for centuries under different names, such as ‘work to rule,’ when employees or unions feel they’ve had enough and want to regain control over their work-life balance.
The Rise of Quiet Quitting
Recently, quiet quitting has gained traction as employees push back against burnout. This trend is a reaction to work cultures that overburden employees without offering adequate recognition or support. For many, it’s an intentional strategy to preserve well-being without completely disengaging.
How to Prevent Quiet Quitting in Your Workplace
To avoid this trend in your organization, consider these 10 essential steps:
- Use Feedback Effectively
Feedback should be a two-way street. Managers must not only give feedback but actively listen to employees. Take action based on the feedback to show that their input is valued and acted upon. - Ensure Career Development Plans
Offer younger employees opportunities to take control of their career progression. Providing clear milestones, goals, and paths for promotions and bonuses makes employees feel motivated. Additionally, coach them on how to manage their own growth, when to push for promotions, and how to demonstrate resilience. - Build Relationships and Trust In-Person
While remote work is now commonplace, face-to-face interactions remain crucial for fostering strong connections. As a leader, take time to engage personally with employees and understand what’s really going on in their lives. - Use Data for Decision-Making
Leadership today requires the ability to make data-driven decisions. If you can back your choices with data, employees will trust and follow your lead more readily. - Devote Time to Team-Building
Promote a culture of empathy by encouraging team-building activities. A connected team is a more productive one. When leaders create value through their people and foster strong relationships, they cultivate loyalty and trust. - Build and Communicate a Vision
Employees are more motivated when they can see a clear, inspiring vision for the future. Top-performing teams thrive when they understand the broader goal and know the endgame. - Learn to Recruit the Right People
Hiring the right person is essential for the success of your team. Effective recruitment ensures that employees are aligned with the company’s values, reducing the likelihood of disengagement. - Be a Constant Learner
Show your commitment to growth by being a lifelong learner. When you demonstrate this mindset, your employees are more likely to adopt it too, leading to overall team growth and engagement. - Keep Your Door Open
Nurture your team and be accessible. While being aware of your team’s needs is important, avoid micromanaging. Trust your employees to do their work without excessive oversight. - Respect Your Employees’ Time
Encourage a healthy work-life balance by respecting working hours. When employees feel that their time outside of work is valued, they’re more likely to be happy, engaged, and productive.
Why It’s Important for Managers to Adjust
Managers need to actively plan how they will manage their teams, balancing productivity and employee well-being. If quiet quitting is a sign of disengagement, proactive leadership that fosters trust, development, and empathy can prevent it.
Clearview provides consultancies, workshops, and training on effective management to help leaders better manage their teams and develop strategies to keep employees engaged.
