HR Management

How to Address Quiet Quitting at the Workplace as an HR Manager?

If you’re in HR, you must have come across the term “quiet quitting” which has acquired a more substantial buzz in the pandemic years. But what exactly is it? And what impact does it have on the workforce? As an HR rep, can you do something to combat it? Let us examine.

What is “quiet quitting”?

“Quiet quitting” is when an employee does the bare minimum at work without putting in any extra effort. Workers stick to their job description and often do a sloppy job. This could be due to them losing all interest in their work, feeling burnt out, or exploring opportunities elsewhere. Whatever the reason, rest assured that “quiet quitting” is surely killing your workplace productivity. 

A Gallup study conducted in July 2022 of workers aged 18 and older showed that quiet quitters “make up at least 50% of the U.S. workforce—probably more.” 

While many attribute this trend to a work-shy generation that seldom steps up beyond their daily job role, this can be also an indication that there is a problem with your business model, particularly the work culture.

Causes of quiet quitting

The pandemic has reset the professional world by changing workplace dynamics. People have got isolated from groups, and personal connections are missing. The communication breakdown has resulted in people working in silos and withdrawing eventually. 

Let us look at the top causes of this trend.

  1. Poor compensation

If employees are not fairly compensated at their workplace with the right salary, overtime allowances, or a deserved bonus, there is bound to be a disappointment and a dip in productivity. Employees also start exploring opportunities elsewhere, leading to the loss of valuable talent. To retain employees, organizations must analyze their compensation policies and see that it meets industry standards.

  1. Excessive workload

Employees feel overwhelmed with excessive workloads and may experience a dip in productivity over time. This may also result in a poor work-life balance that impacts their overall well-being. Businesses must check employee workload to see that a balance is maintained and workers don’t feel too pressurized by their responsibilities.

  1. Poor communication

The lack of day-to-day communication between workers and managers has also resulted in isolation and is one of the contributors to “quiet quitting”. Employees feel that their voices are not heard and their concerns are not properly addressed. This leads to dissatisfaction and mental resignation from their job roles. 

  1. Lack of support

Employees may feel disengaged with the lack of support they receive at the workplace. Without proper support, workers fail to successfully meet their tasks or feel undervalued and unappreciated at work. Organizations must support their workers throughout their journey to make their contributions worthwhile.

Preventing “quiet quitting” at the workplace

What can HR managers do to prevent “quiet quitting” among employees? The key lies in recognizing the traits and addressing the problems with a well-crafted strategy. 

  1. Engage your employees

Keeping your employees engaged at the workplace is important to keep them productive and satisfied with their job. Conduct employee pulse surveys, draw out regular engagement activities including the remote workers, and ensure that everyone is on the same page. Engaging with your employees regularly allows them to connect, upgrade their skills, and stay motivated with the organization.

  1. Maintain work-life balance

Having a good work-life balance has become a top priority for workers everywhere. An organization that values this metric will always thrive over other businesses not prioritizing the well-being of their employees. Analyze employee workloads, provide adequate support, and help them achieve their goals sustainably. Allow for flexible working hours, paid holidays, provision for hybrid or remote working, etc.

  1. Celebrate employee milestones

“Quiet quitting” is a resultant factor of lack of recognition at the workplace. To curtail this, businesses must leverage a regular performance evaluation plan that evaluates employee performance and provides timely appraisals. Also, celebrate employee milestones, achievements and contributions to the company to make them feel seen and recognized.

  1. Practice open door policy

Having an open-door policy in the workplace makes workers comfortable approaching the management on subjects bothering them. This establishes rapport and mitigates the chances of ill will or thoughts of sudden resignation. Encourage your employees to share their concerns, ideas for development, etc. Businesses with an open-door policy have much higher engagement rates and solid trust with their employees.

  1. Make time for employee interaction

The pandemic has alienated workers to work in a cocoon and withdraw eventually. Regular one-on-one interactions with employees can prevent quiet quitting by providing a forum to voice their concerns. This helps managers to stay on top of things, boost employee morale, and maintain productivity levels. Personal interactions foster deep relationships and establish trust among employees. They feel that they are valued and the organization appreciates their contributions.

One of the best ways to avoid “quiet quitting” is to hire employees who know exactly what they are signing for. Keep expectations aligned with the company goals for maximum efficiency. Leaders who have a consistent vision and communicate regularly with their employees will have stronger teams that produce exemplary results. 

Create an honest company culture where leaders are not afraid to tackle difficult questions. Having an open culture makes it easier for employees to admit that they are suffering from burnout and need help coping. We all have encountered employees who have lost the will to deliver results and just do the basics. But when their numbers increase, it is time that the company must analyze their policies. 

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