The new business jargon phrase “quiet quitting” has been making headlines recently. So, leaders…you may be asking yourself, “How do we fix/stop this?”
The new business jargon phrase “quiet quitting” has been making headlines recently. What exactly is quiet quitting by definition? Simply put, its employees thumbing their noses against uneven work-life balance and silent non-compliance with the demands of a job they are unhappy in – a behaviour that is as old as work itself!
Quiet quitting is defined as “an informal term for the practice of reducing the amount of effort one devotes to one’s job, such as by stopping the completion of any tasks not explicitly stated in the job description. Quiet Quitting is often a rejection of the pressure or expectation to go above and beyond in one’s role as the norm.”
This behaviour is a form of employee disengagement. While the employee is still doing their job and not insubordinate, they may turn down opportunities to work on new projects, stop volunteering for duties beyond their job descriptions, or claim to be too busy to help co-workers or managers.
You may already see this happen in your company or proactively want to keep this from happening.
So, leaders…you may be asking yourself, “How do we fix/stop this?”
Here are a few easily implemented ways to rectify an existing quiet quitting situation or prevent one from happening in the first place. And they all entail doing things you should already be doing, driving employee engagement and retention, and treating all employees as human beings:
Nic is TRANSEARCH USA’s newest Senior Associate. He has worked in talent acquisition and HR since 2011, providing expertise to a diverse array of companies, ranging from small firms to large organizations with head counts over 6,000. Nic brings solid experience in recruiting top talent and coaching both candidates and managers. He is currently studying for his Professional in Human Resources (PHR) designation and has been trained and certified in administering Hogan Assessments.
