In a recent blog, we discussed “The Great Resignation” – and how employees react to the rapidly evolving work-life balance. Many individuals who had put in years, even decades, at the company realized they were not as valued as they had hoped. Others decided to take a once-in-a-lifetime opportunity to reinvent themselves or start their dream business. Whatever the stated goal, employees across America are seemingly realizing as a collective that life is too short to work someplace where they feel overworked or undervalued.
While many left their positions, others responded to the situation by employing a new tactic, dubbed “quiet quitting,” around social media circles.
What Exactly is Quiet Quitting?
Quiet quitting represents a change in ideology for many as they return to the workplace. In essence, employees are resetting their expectations about what “doing your job” means.
Many individuals have decided to only complete the tasks described in their job description, working during established hours – and refusing to go further or cross those boundaries. In other words, employees involved in “quiet quitting” have decided that going the extra mile for their company is no longer desirable. In many situations, this approach is understandable – especially if the employee feels unheard, unappreciated, and disrespected. In addition, many people see their dreams of advancement and accomplishment going unrealized. If the company is not going to recognize “above and beyond” efforts, the logic stipulates – why bother?
Did You Know? A recent Gallup poll revealed that approximately 50% of U.S. workers are currently “quietly quitting.”
The trend is a rebuke of company expectations that their employees “embrace the hustle” by working long (unpaid) hours and doing more than expected to chase the elusive brass ring. Experts believe the movement has more depth, however. Employees drawing firm boundaries around their job hours and responsibilities may be doing so for other reasons, such as:
- Their job has them over-capacity, with no ability to finish projects within paid hours.
- Conversely, employees finish their daily tasks before quitting time but are still expected to sit at their desks until the end of the shift.
- They don’t understand how their actions are essential to the company or what goal they are working towards.
How Companies Can Address Quiet Quitting
Even though some employees have returned to the office full-time, the workplace landscape has changed dramatically – there are fewer employees onsite and less frequent personal interactions. Quiet quitting is more challenging to identify when a manager or supervisor cannot see how their employees spend their time throughout the day. Still, there are some red flags to look for – such as a lack of engagement with others, less motivation to learn new tasks or skills, and no desire to take on new responsibilities.
If a manager notices an employee starts to decline new tasks, even if promised upward mobility, they may want to address the situation proactively.
- Ask employees to define their priorities and personal success.
- Discuss how their definition of success lines up with their current job responsibilities.
- Help employees to prioritize tasks and align their workload to be more efficient and productive. Provide them with tools to do their job more efficiently and intuitively.
- Identify the additional responsibilities and skills that will tangibly affect their career path in a positive way.
- Explain the company vision and how each employee’s role plays a part in achieving those goals.
- Create a way for employees to access tribal and tacit knowledge to encourage increased cultural connectivity. (Learn more here.)
- Reevaluate job assignments and profiles to ensure that what is expected of each employee is documented and provides a basis for their expectations.
- Be open to shifting employees into other positions that may better align with their passions and goals to optimize strengths and minimize burnout.
- Look for ways that the job parameters can be shifted to improve work-life balance, such as allowing flex time for parents working at home.
Advice to the Quiet Quitters
If your ultimate goal is to start your own business or stop working altogether, quiet quitting is likely a sound strategy for the time being. Be upfront with your manager or company leadership that this is your goal. More often than not, leaders will help you achieve your goals. However, if you are engaging in this trend simply because of burnout and would genuinely like to pursue a more significant career, then seek out opportunities that fit your goals best. Schedule time with your managers and supervisor to discuss your goals and expectations, and strategize ways you and the company can work together for your mutual benefit.
In Conclusion
In this culture, quiet quitting relies on non-communication – but career advancement is dependent on communication from both sides. KLONEme.com can help. The KLONE Organizer gives business leaders a tangible way to proactively engage and empower their workforce. Call today for more information about this innovative knowledge portal that can transform the way your company operates.