Mobile technology and the rise of remote work options have led to a re-emerging phenomenon amongst employees: “quiet quitting.” Though there is disagreement about when the concept started, quiet quitting has always represented a rebellion against hustle culture and the mindset of taking work too seriously. Workers lean back, doing the bare minimum that their job requires and not investing any time or effort beyond that. They don’t leave their position. They continue to produce and collect their pay. They just aren’t very excited about it.
Based on survey numbers from Gallup, quiet quitting is definitely trending. It is estimated that up to 68% of job holders in the U.S. are unhappy with their work somehow and have disengaged from their work to one degree or another.
For employers and managers, managing an outbreak of quiet quitting at your company may require a different approach than in previous years. As business struggles to swim in the wake of the “Great Resignation” and the surging awareness and importance placed on workplace happiness, handling the increase in quiet quitting and finding ways to resolve it has been difficult.
As more employees get quiet and lean back, managers must improve their workplace culture, ensuring a happier environment for current and future employees.
1. No Weekend Work
Unless it’s part of an agreed-upon schedule, do not give employees work to do over the weekend. That includes no Sunday emails. Wait until Monday morning and give your employees a full weekend without anxiety and stress.
2. Reduce the Length and Frequency of Meetings
Meetings serve an important purpose but should never be used for status checks. Limit your meetings to work sessions and strategizing and keep them short, ideally 30 minutes or less.
3. Set Goals That Focus on Achievement and Quality of Work
This is especially important when your employees work remotely. It is hard to know if your workers are actually working an entire week, but does it matter if their work is top-notch and on time? Focus on team goals based on achieving project milestones and measure the quality of the work produced rather than the hours logged.
4. Give Praise and Raises
Your employees want to feel valued, respected, and appreciated. So, give praise freely and make sure they know you value them and their work. Something else that should be given freely and more often is a raise. Raises and bonuses are valuable incentives in more ways than one. As the cost of living continues to rise, employees are less likely to quiet quit if they see financial and beneficial rewards for their work efforts.
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