What is ‘Quiet Quitting’ & How Can You Prevent It?

What is ‘Quiet Quitting’ & How Can You Prevent It?

Employers across the UK have noticed a spike in a new trend named ‘quiet quitting’ since the start of 2022 but, despite its name, it has nothing to do with quitting. So, what is it?

If you’re a frequent scroller on social media you’ll most likely be aware of this phenomenon which sees employees no longer going above and beyond for their job. It’s the idea that you’re quitting doing the extras that have become expected of you during your role. For example, no more late nights, no more projects above your paygrade and only doing what is specified in your job description.

The trend, which started during the pandemic, has become popular with Gen Z as they transition into a workplace environment. Young workers have become tired of not getting the recognition and compensation for putting in the extra hours. It’s a way for workers to combat burnout and give themselves a healthier work/life balance. However, employers shouldn’t be letting their employees get to this point and it’s important they promote a healthy balance prior to this.

How Can Employees Solve the Quiet Quitting Crisis?

A healthy work balance is vital to mental health, and we’ve put together some actions that can prevent your employees from feeling the need to quietly quit.

1. Communication is Key

It should be easy to spot an employee who is beginning to withdraw from their work. Are they putting less effort in than before? Do they seem less enthusiastic than before? Whilst it’s understandable that businesses are feeling the pressure right now due to the cost of living crisis, it’s important that businesses also understand that their employees are also feeling the pressure too.

Ensuring your employees are feeling secure in their role and discussing anything that may be bothering them is vital. Opening a line of communication shows that you respect them, and they’ll be much more understanding to any changes that may happen.

Encouraging communication is also advised as they’re more likely to come to you for any external pressures which would explain why their work level has dropped – are they going through a family crisis? Are they in the middle of a house move?

Your workers aren’t just workers, they’re people too!

2. Appreciation Goes a Long Way

Sometimes, it’s the little things that go a long way. It’s not just about big pay rises and progression, most employees just want to feel appreciated. A simple thank you can be all they’re looking for. It can be really demotivating putting hours and hours of hard work into a project for it not to be acknowledged or just expected. A simple thank you to show you’re grateful is sometimes all they’re asking for.

3. Invest in Your Employees

Whilst sometimes a thank you is enough; actions also speak louder than words. If an employee has shown a particular interest in an area that they’re not familiar with or has shown they’re keen to progress – don’t ignore it. Instead acknowledge their needs and put them on a training course; put together a plan which will help them reach their goal and show that you are listening and are prioritising their needs.

4. Give Them Support

If your employees are often having to do jobs that are above their pay-grade or not in their job description, it’s often a sign that you need to provide more support. Listening to their concerns is vital and recruiting someone to support them in their job shows you are listening.

5.  Act on Exit Interviews

Although providing a healthy and balanced workplace will improve employee retention, it’s natural for people to leave and explore new challenges. However, a way to reduce this number and ensure the happiness of those still employed is to provide exit interviews. It’s the perfect way to get honest feedback from an employee before they leave and act upon the advice.

Employees won’t always feel comfortable going to their managers (no matter how much you encourage them) but this often changes once they’re on their way out. They can give insightful knowledge to how the systems your using is affecting the team, give feedback on the workload and more. Giving them the opportunity to discuss this won’t prevent them from leaving but will enable you to act before others do the same. These tips are simple yet effective. Whilst they may not solve everything, they are a good place to start.

They’ll help you improve employee satisfaction and thus lowering the probability of them feeling burnt out, which should prevent them from feeling the need to ‘quiet quit’.

If you’re looking for more advice, Chamber of business is filled with helpful business tips provided by experts to help your business grow.