In the aftermath of the ongoing COVID-19 epidemic, the idea of “quiet quitting” — also referred to as soft quitting or silent resigning, became a corporate term and a societal fad in 2022. Quiet quitting is the new approach of performing the absolute minimum of a job by only doing the required tasks and basic responsibilities and refraining from going above and beyond what is expected of one’s position. To put it in simple terms, it is the middle between performing inadequately and performing excessively.

Quiet resigning might be an indication that an employee is unhappy in their position or is suffering from burnout. By understanding these indicators, you will be able to determine the cause of your workforce’s dissatisfaction and learn how to address it:

• Reduced Productivity– Employees are now executing tasks with less attention to detail or enthusiasm than normal.
• Limited Engagement– This shows as remaining silent during meetings, failing to meet deadlines, or not contributing to the team’s objectives. They just pay attention to their own job and limit their interaction with others in the workplace.
• Lack of Initiative – They no longer contribute new ideas, make suggestions, and take on new tasks.
• Increased Tardiness– Quiet quitting might appear physically as an increase in sick days or unexplained absence.
• Negative Attitude -Workers may become increasingly pessimistic or dull in their attitude and communicate their discontent in subtle ways.

Quitting quietly might occur unintentionally or on purpose. It is, for most employees, an unconscious reaction to fatigue from unregulated stress at work. For this reason, we are here to provide you with helpful advice on how to address and prevent quiet quitting & its negative effects it can have on your team and organization:

• Monitor tasks and workloads– Employers must monitor their employees’ workload because they may be struggling with their tasks, receiving too much work, or finding their tasks unfulfilling.
• Set clear responsibilities– A lot of silent quitters are asked to perform tasks that are beyond the scope of their job descriptions. That is why employers must be clear and honest when giving responsibilities to their employees.
• Respect boundaries– Employees’ boundaries must be respected by prohibiting more calls or emails beyond work hours or on days off. Additionally, employees must be compensated for their time if they are required to work overtime due to an emergency.
• Practice work-Life Balance – Supporting their team’s work-life balance is the responsibility of every employer. Encourage staff members to take breaks, value their personal health, and make the most of their leaves. Achieving a balance between one’s personal and professional lives is necessary to stay motivated and avoid burnout. Our related blog might be helpful for this step – Workplace Wellness: Strategies For Your Mental Health
• Show recognition – Let your employees know that their efforts are appreciated, give them credit for their hard work, and celebrate any accomplishment. Check our related post on how to show appreciation to your employees: Motivate to Elevate: Employee Motivation Strategies
• 1:1 Check-ins– Hold one-on-one discussions on a regular basis to evaluate employee satisfaction and efficiently address any issues.
• Establish a supportive environment– Create an atmosphere where staff members are comfortable sharing their ideas and communicating their concerns.

• Encourage career Growth– Offer opportunities for the employees’ professional development by creating pathways for skill enhancement which may rekindle their passion for their roles.
• Create connections– Work relationships between managers and employees are crucial. When there is a gap, employees are more inclined to quietly leave the company. Management must establish a rapport with their personnel to close the gap.

In the silence of quiet quitting, there lies a call to action. Let us break the silence together, whether you are an employer trying to create a lively workplace or an employee feeling the weight of disengagement. Every one of us has the ability to change the workplace with true connection, open communication, and a dedication to creating a culture of happiness and satisfaction.