Written by: Tamzin Hall, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Quiet quitting is the act of only fulfilling the basic job requirements without investing any additional time, effort, or passion. Despite receiving compensation or a salary, the employee does not go beyond the minimum expectations of their role. This makes the term quiet quitting somewhat misleading as they still maintain their position and salary. The phenomenon quiet quitting gained widespread attention as a trend in the early 2020s, largely due to social media. According to a 2022 Gallup study, a minimum of 50% of the American workforce could be considered quiet quitters. ¹
Why do employees quit quietly?
The reasons for quiet quitting can vary, but there are some common causes that are often cited by employees. One of the main reasons is a lack of engagement or motivation in the job. If an employee feels that they are not valued or that their work is not meaningful, they may lose interest and simply stop showing up for work. Another reason is a lack of communication and feedback from the employer. Employees want to feel that their contributions are recognised, and if they do not receive feedback or praise for their work, they may become disengaged and eventually quit. In contrast to quiet quitting, the phenomenon quiet firing is also being discussed.
How does quiet quitting impact employees?
8 in 10 ‘quiet quitters’ are burned out. Burnout is a common reason many employees become quiet quitters. Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged and excessive stress. When employees experience burnout, they often feel overwhelmed, disconnected, and disengaged from their work. This can lead to reduced productivity, lower morale, and eventually, quiet quitting. Studies have shown that as many as eight in ten employees who become quiet quitters are experiencing burnout, highlighting the importance of addressing burnout in the workplace to prevent quiet quitting and promote employee well-being.
Additionally, quiet quitting can damage relationships with co-workers, managers, and the wider business. When an employee quits without giving notice, it can leave their colleagues in a lurch and cause resentment towards the departing employee. Moreover, it can harm the professional reputation of the person who has quit. If they are known for being unreliable or unprofessional, it may be difficult for them to secure references or recommendations for future employment opportunities.
How does quiet quitting impact businesses?
26% of workers admit they do the bare minimum or less. Putting the impact on performance and productivity aside for a moment, quiet quitting can create logistical problems for the employer. If the departing employee is working on a project or is responsible for a particular task, it can be difficult for the organisation to fill the void created by their sudden departure. This can lead to delays, missed deadlines, and a backlog of work for remaining staff members.
Furthermore, it can lead to increased recruitment and training costs as companies need to find and onboard new employees to replace those who left. Additionally, when employees disengage and leave quietly, they may not complete pending work, leaving a backlog for their team members to handle. This can lead to decreased productivity and delays in project timelines, resulting in potential revenue losses. Moreover, quiet quitting can also impact team morale and lead to higher turnover rates, which can further add to the financial burden of a business.
How to combat quiet quitting
1. Encourage open communication
Encourage employees to express their concerns or dissatisfaction with their work, managers, or the organisation as a whole. Create a safe space where employees can share their thoughts and opinions without fear of retaliation or judgment.
2. Foster positive work relationships
Develop a culture that values teamwork, collaboration, and positive work relationships. Encourage employees to connect with each other and build strong relationships, which can help reduce the risk of disengagement.
3. Offer training and development
Provide employees with training and development opportunities that enable them to learn new skills and grow in their roles. Offering career advancement opportunities and promoting from within can also increase employee engagement and reduce the likelihood of quiet quitting.
4. Recognise and reward good work
Regularly recognise and reward employees for their achievements, contributions, and efforts. Celebrating success can help foster a positive work environment and increase employee engagement.
5. Monitor and address issues
Regularly monitor employee engagement levels and identify potential issues before they escalate. Address any concerns promptly and take proactive steps to resolve them.
6. Create a meaningful work environment
Employees who find their work meaningful and challenging are more likely to be engaged and motivated. Ensure that employees have opportunities to work on projects that are meaningful and align with their values and provide them with the necessary resources and support to succeed.
How can communication play a part in combatting quiet quitting?
Effective communication is essential in combatting quiet quitting. By creating an open and transparent communication culture, companies can encourage employees to share their concerns, frustrations, and ideas. This can help managers identify and address the underlying issues that may be causing employees to disengage and consider leaving silently. Regular feedback sessions, one-on-one meetings, and team building activities can also help build strong relationships between employees and their managers, fostering a sense of trust and respect.
Furthermore, clear communication regarding job expectations, goals, and performance metrics can help employees feel more engaged and motivated, reducing the likelihood of them becoming disengaged and quietly quitting. By prioritising communication and creating a positive work environment, companies can proactively prevent and address quiet quitting, ultimately saving time and money, and improving overall productivity and employee retention rates.
Are you ready to turn quiet quitting into a communication revolution?
Effective communication can play a vital role in turning a quiet quitter into an engaged and productive employee. By providing clear and regular feedback, offering support, and creating an open dialogue, an employer can help an employee understand their role and feel valued. Understanding what motivates an employee can also help to encourage their engagement, whether it is through recognition, incentives, or meaningful work. Additionally, involving employees in decision-making processes can increase their sense of ownership and investment in the success of the organization. By creating an environment that promotes communication and encourages engagement, employers can help to transform a quiet quitter into a highly engaged and productive member of their team.
Ready to bring the communication revolution into your workplace?
Are you ready to bring the communication revolution into your workplace? In today's fast-paced and rapidly evolving business landscape, effective communication has become more critical than ever. The rise of remote work, digital collaboration tools, and the need for more transparent and inclusive communication has created a demand for a new kind of workplace communication. By embracing new communication strategies, companies can combat the phenomenon of "quiet quitting" and create an open and engaging work environment that fosters teamwork, productivity, and employee satisfaction. So, are you ready to take the first step towards revolutionising communication in your workplace?
Concluding thoughts and next steps
In conclusion, while quiet quitting may seem like an easy way out of a potentially uncomfortable situation, it can have negative consequences for both the individual and the organisation they are leaving. By encouraging open and honest communication in the workplace and providing resources and support for employees we can turn quiet quitters into an engaged and productive workforce. The first step is to bring the communication revolution into your business. This will benefit both employees and employers by creating a culture of transparency, respect, and professionalism.
If you are ready to combat quiet quitting in your business and embrace the communication revolution, book my one-hour intensive coaching session. During our hour together, we will deep dive into your current portfolio of staff. We will ascertain why they are quitting quietly and give you the tools you need to combat any quiet quitting tendencies within your team and increase your profits.
Stay tuned for my upcoming articles where we will explore two important topics: burnout at work and the communication revolution. In these articles, we will dive deep into the causes of burnout, its impact on individuals and organisations, and practical ways to prevent and overcome it. We will also discuss the latest trends and advancements in communication technology and how they are reshaping our personal and professional lives. Do not miss these insightful and informative articles!
Tamzin Hall, Executive Contributor Brainz Magazine
Tamzin is a performance psychology coach specialising in leadership development and executive coaching.
Weaving a golden thread of empowerment, happiness and compassion. Tamzin partners with her clients to create high-performing organisations through their biggest asset, their people.
Tamzin seamlessly combines decades of leadership & business experience, with a lifetime of learning in the field of businesses and psychology along with ICF-accredited coach training and a recent BSc (Hons) in Psychology to give her clients exactly what they need. A high-performing organisation with happy and dedicated staff.
The harsh reality is 79% of employees will quit after receiving inadequate appreciation from their managers. Do you know what empowering appreciation looks like? Tamzin shows you and your leaders how to appreciate your staff for longevity.
69% of employees are concerned that their workplace does not develop their leadership skills. How can businesses lead from the front if leaders are not trained to be the next generation of leaders? Tamzin has a toolkit of support, development and training to ensure people are developed and ready for the future. To ensure they are ready to evolve and ready to lead with empowerment.
Businesses are acknowledging the importance of leadership development with 83% of companies saying it is crucial. Which is great news. But there is a huge gap in knowing leadership development is important and having a development programme to support a business. Tamzin bridges this gap.
Is your business ready to evolve?
Are you ready to develop the next generation of leaders?
Are you ready to lead from a place of empowerment?
Are you ready to create a high-performing culture?
Email Tamzin today, tamzin@tamzinhallcoaching.co.uk.
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