What exactly is quiet quitting?

Quiet quitting isn’t going anywhere. In this blog, we'll break down how to prevent and combat it at work. 

In today's fast-paced and competitive working environments, a new phenomenon has emerged that employers need to be aware of: quiet quitting.

According to Gallup's State of the Global Workplace report, only 15% of employees worldwide are engaged in their jobs, while 85% are either not engaged or actively disengaged.

This subtle form of disengagement has been gaining traction in recent years, posing significant challenges to both employees and organisations.

Let’s explore what quiet quitting is, why it is a cause for concern, and provide a comprehensive guide on how employers can prevent and combat it effectively.

So what exactly is quiet quitting?

Quiet quitting refers to a situation where employees disengage from their work and exhibit a lack of motivation, passion, and commitment, all while appearing physically present and complying with basic job requirements. Unlike the traditional concept of quitting, which involves an overt act of leaving a job, quiet quitting involves employees mentally checking out while physically remaining in their positions.

A study by the Society for Human Resource Management (SHRM) found that disengaged employees are four times more likely to leave their jobs within the next year compared to engaged employees.

Employers should be aware of quiet quitting for several reasons:

Firstly, it affects individual productivity and overall team performance. Disengaged employees are less likely to contribute new ideas, collaborate effectively, or deliver high-quality work consistently.

Secondly, quiet quitting can have a contagious effect on other team members, leading to a decline in overall morale and team cohesion.

Finally, the cost implications of quiet quitting are significant, with studies showing that disengaged employees cost organisations billions of dollars annually due to decreased productivity, absenteeism, and employee turnover. 

The Harvard Business Review reported that organisations with high levels of employee engagement outperform their competitors by 147% in earnings per share.

What is quiet quitting?

Preventing & combating quiet quitting

Foster a Positive Work Culture:

Create a positive and inclusive work environment that values and appreciates employees. Encourage open communication, provide recognition for achievements, and promote work-life balance.

Enhance Employee Development:

Offer opportunities for professional growth and development. Provide training programs, mentorship, and clear career paths to ensure employees feel motivated and engaged.

Establish Meaningful Goals:

Set clear, attainable goals that align with the company's vision and mission. Involve employees in goal-setting to enhance their sense of ownership and purpose.

Encourage Feedback and Collaboration:

Promote a culture of feedback and open dialogue. Encourage employees to share their ideas, concerns, and suggestions, and foster collaboration among team members.

Recognise & Reward Performance:

Implement a robust performance management system that recognises and rewards high performers. Celebrate achievements and provide timely feedback to motivate employees.

Promote Work-Life Balance:

Encourage a healthy work-life balance by offering flexible work arrangements, promoting self-care initiatives, and respecting personal boundaries.

Lead by Example:

Effective leadership plays a crucial role in combating quiet quitting. Leaders should model engagement, demonstrate transparency, and communicate effectively with their teams.

Quiet quitting presents a significant challenge for employers in today's competitive work environment. By recognising the signs, understanding the implications, and implementing effective strategies, organisations can proactively prevent and combat this phenomenon. Creating a workplace culture that fosters engagement, growth, and well-being will not only mitigate the risks of quiet quitting but also drive productivity, innovation, and long-term success.

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companiions exists to provide in-person, on-demand support for your employees empowering your teams to achieve work life balance. 

It's essential to also acknowledge that employees have diverse needs and priorities. A one-size-fits-all approach to work-life balance may not be suitable.

Understanding the unique challenges faced by employees, such as new parents, graduates, or carers, enables organisations to provide customised support.

With companiions, employees have the flexibility to choose from a wide range of in-person, on-demand services all tailored to their unique needs:

• Elderly care

• Childcare

• Everyday assistance

• Mental health care
  

companiions empowers employees to harmonise their careers with life's demands, while helping companies tackle absenteeism, retention, sickness, and well-being.

We believe that with the right support, every employee can navigate life's complexities and thrive in their chosen paths.

Interested in companiions for your employees? 🚀 Get in touch with the team!