Quiet Quitting: How to stop the trend & support your employees

The concept of “quiet quitting” and “acting your wage” has taken industries by storm over the past few weeks. But what do these two modern-day HR concepts really mean? These concepts are not rooted in generational differences. Instead, it’s more of a reaction to the clarity that the post-pandemic era has brought millions of workers that were living to work rather than working to live.

Below, we’re exploring what quiet quitting really is, what it points to in work culture and offering insight into actionable strategies that you can begin today to better support your employee base.

What is quiet quitting?

Quiet quitting is a bit of a misnomer, as it doesn’t have much to do with “quitting” at all. Instead, quiet quitting occurs when employees draw strict professional boundaries in their lives, such as unplugging after their shift is over and enforcing normal clock-out times.

What does quiet quitting mean in an organization?

To some degree, your organization may have experienced quiet quitting already. While this can point to underlying culture issues, it more points to chronic employee burnout. The question that organizations must face is where this source of burnout likely comes from. Understanding this can better inform your strategies around employee support and retention.

If you’re noticing quiet quitting in your organization, it may be time to collaborate and have those honest and difficult conversations. Exploring ways to enhance your workplace culture and holding space for your employees to voice their experiences will be vital to this process.

How can organizations address quiet quitting effectively?

If you notice a trend of quiet quitting in your organization, consider trying these proven strategies for mitigation and support:

• Focus on employee autonomy: No matter what work structure you have in place (i.e. hybrid, in-office or remote), look for ways to emphasize the importance of employee autonomy in your processes. Giving your team the flexibility and independence to take steps in their own development and experience will reduce the feeling of helplessness and frustration.
• Empower your employees: Implement professional development programs and other available strategies to empower your employees to take their next right step: both professionally and personally.
• Check in and become a people’s advocate: Humans value authentic human connection. Staying genuine and focusing on employee needs, preferences and unique attributes is key to understanding who your people are and how to motivate and inspire them to continue to create positive impact in their roles.

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