Written by: Fabienne Prevoo, 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 refers to employees not quitting their jobs but disengaging. And guess what… leaders do this, too!
The term quiet quitting went viral already in 2022. At the time, it described employees putting in minimum effort to keep their jobs but not going the extra mile for their employer.
Is quiet quitting a trend to stay?
Nowadays, quiet quitting behavior is a significant challenge for many organizations. In the “State of the Global Workplace: 2023 Report”, global analytics and advisory firm Gallup Inc. concludes the majority of the world’s employees are quietly quitting. More specifically, the figures reported show that 59% of employees are “quiet quitting” (not engaged), compared to 23% “thriving at work” (engaged) and 18% “loud quitting” (actively disengaged).
Quiet quitting is defined in Gallup’s report as “employees putting the minimum effort required. They are psychologically disconnected from their employer. Although minimally productive, they are more likely to be stressed and burnt out than engaged workers because they feel lost and disconnected from their workplace”.
Can leaders be quiet quitters?
Although the report refers to employees in general, quiet quitting is not limited to employees in the lower ranks of an organization.
At least, that is what I notice daily as a career coach for corporate senior leaders.
If I learned one thing from coaching leaders, it would be that they are often successful in their careers on paper. They worked hard to get where they currently are, and they continue climbing the career ladder toward executive roles. Despite looking successful, they usually do not feel successful inside.
Leaders often lack fun, meaning, or fulfillment in their roles. They lost the spark the job once brought them. Moreover, they feel exhausted, their energy is drained, and they crave a healthier work-life balance.
Why do leaders quietly quit their jobs?
For some leaders, being nearly burnt out, it might seem an attractive next step to hand in their notice or look for a completely different job. However, many unhappily stay in their comfort zone and continue in their current leadership role. Here’s a couple of reasons why:
Undeniably, leaders get attached to a lifestyle. Leaving their job would mean giving up a well-paid job and compensation benefits. Fear of the unknown is what is truly holding them back.
Leaders identify themselves with their jobs. Over time, job titles started to describe who they are, instead of the type of work they do. There is a fear of losing power and prestige.
Similar roles in a different company do not seem attractive or are not available. After all, senior leadership positions in another company with a similar work culture won’t change the game.
Leaders secretly hope things will improve while stuck in the daily rat race. Thoughts keep going in the direction of “once this transformation or program is completed, I will have more time to focus on doing things I love and spend more time with my family.”
Leaders feel exhausted and drained, lacking the energy to change their situation. They struggle to keep themselves and their team members motivated and engaged, often feeling stuck between executives not understanding their needs and employees asking for things to change.
What are signs of leaders quietly quitting?
Quiet quitting is a process that takes place slowly and unnoticeably. The leader’s mind might already be switching towards quitting quietly before being aware of it.
As a leader, how can you recognize signs of low engagement in yourself?
Mentally and emotionally, you will feel less connected to your job. While you are still performing your duties, you are no longer going above and beyond.
You are saying “no” to tasks or projects that are not directly part of your job description. Also, you are skipping social events, such as team drinks and dinners, that are taking place outside working hours.
You are staying in a job you no longer enjoy or land a new leadership role in the company that is not fully aligned with your purpose and mission.
You are up for something more fulfilling and meaningful, but you find it challenging to find your true purpose or to bring your ideas into practice.
You do not feel valued by the company and think executives could do more to keep you motivated and engaged. You stop taking care because you do not feel taken care of.
The cost of leaders quietly quitting jobs
Quiet quitting happens when your mindset shifts into doing what is needed, making the best out of it, and hoping for better days. Leaders having this attitude can harm organizations for the following reasons:
Energy is contagious. A lack of energy from the leader has a ripple effect on the team. Employees can feel their leader’s low motivation and engagement. Without noticing subtle signs, a toxic work environment can start to exist.
Leaders are setting the tone at the top; they are role models and showcase behavior for others. Before you know it, low engagement becomes the norm in the organization. This might result in high absenteeism and low productivity.
The financial impact doesn’t lie either. Gallup estimates that low engagement costs the global economy USD 8.8 trillion, and accounts for 9% of global GDP.
How can you prevent quiet quitting in your organization?
The good news is that quiet quitting leaders are ready to be inspired and motivated — if coached and treated correctly. What can executives do to prevent leaders from quietly quitting?
Show respect and recognition. Leaders want to feel engaged, valued, and fulfilled. Instead of waiting for the year-end formal performance review – consider saying “thank you” or “I appreciate the work you’re doing” regularly.
Ask leaders how they are feeling. They are humans, and their energy is impacted by what is going on in their lives. Allowing them to be vulnerable and share their feelings in a safe space will drastically increase engagement.
Provide leaders with the opportunity for coaching. Coaching will help leaders to perform at their best while maintaining a healthy work-life balance. A coach can help them shift their mindset and support them in dealing with quiet quitting behavior.
Can you relate to quiet quitting behavior?
If you are a leader reading this article and recognize low engagement, book a discovery call with me to discuss your challenges and reignite your sparkle.
Fabienne Prevoo, Executive Contributor Brainz Magazine
Fabienne Prevoo is a Career Coach, who empowers corporate senior leaders to lead with confidence and transition to their dream careers. Her “Dream Career Coaching Program” is a customized system for leaders who feel unfulfilled or stuck in their current careers. She also provides leadership training to companies and organizes one-day retreats for women. Her mission is to lead her best life and help her clients lead theirs with balance, passion, and fulfillment.
