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What is Quiet Quitting and how do you tackle it effectively?

Within human resources (HR), employee turnover is a major concern. However, there is a lesser-known phenomenon called “Quiet Quitting” that can be just as harmful, if not more so. Quiet Quitting refers to employees “disengaging” from their work and organization without officially resigning. They may be physically present, but mentally they are already checked out. In this blog, we explore the concept of Quiet Quitting, why it’s a concern and what HR professionals can do to address it.

 

What is Quiet Quitting?

Quiet Quitting is a term used to describe a situation in which employees become demotivated and lose commitment at work, but choose not to formally quit their jobs. They can perform their tasks, but their dedication, enthusiasm and willingness to make an extra effort are significantly reduced.

 

Why is Quiet Quitting a concern?

Quiet Quitting can be just as harmful as high turnover for several reasons:

  1. Decreased productivity: demotivated employees are less productive, leading to a decline in overall organizational performance.
  2. Negative impact on morale: Quiet Quitters can have a demoralizing effect on their colleagues, leading to a toxic corporate culture.
  3. Loss of innovation: when employees disengage, they are less likely to contribute new ideas or innovations to the organization.
  4. Increased risk of turnover: over time, Quiet Quitters may decide to leave the company, leading to the loss of experienced talent.
  5. Cost of replacement: replacing employees, even those who have quietly left, can be costly in terms of recruitment, onboarding and training.

 

Tips for recognizing Quiet Quitting

Recognizing Quiet Quitters can be challenging because they may not show obvious signs of dissatisfaction. However, some common indicators include:

  • Reduced participation in meetings and team activities.
  • Reduced enthusiasm or motivation.
  • A decline in the quality of work.
  • Increases absenteeism or tardiness.
  • Disinterest in career development opportunities.

 

To effectively address Quit Quitting, HR professionals and organizations can take several steps:

  1. Regular conversations: encourage managers to have regular one-on-one conversations with their team members to gauge their satisfaction and any concerns.
  2. Feedback and recognition: provides ongoing feedback and recognition for good work. Recognizing employees’ efforts can increase their commitment.
  3. Professional development: offers opportunities for skill development and career growth. Employees are more likely to be involved if they see a future in the company.
  4. Wellness programs: implement wellness programs that promote physical and mental well-being. A healthy employee population is more likely to be engaged.
  5. Employee surveys: conduct anonymous surveys to gather feedback on workplace satisfaction and identify areas in need of improvement.
  6. Open communication: encourage open and honest communication throughout the organization so that employees feel comfortable voicing their concerns.

 

Learned: The perfect platform to address Quit Quitting and create and retain engaged motivated employees

Learned provides tools for tracking engagement, collecting feedback, and identifying trends that may indicate Quiet Quitting. By using Learned, HR teams can proactively respond to their employees’ needs, improve communication, and increase engagement and satisfaction in the workplace. This helps create a positive work environment where employees feel valued and heard, minimizing the likelihood of Quiet Quitting.

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