Quiet Quitting: How to Curb This Trend
While the term “quiet quitting” makes it seems like employees are subtly leaving their jobs, that isn’t what it entails. Quiet quitting involves workers doing precisely what they were hired to do; no less, but also no more.
In many ways, quiet quitting is a pushback against “hustle culture,” which typically claims that going above and beyond and prioritizing your employer above all else is the key to success. While many professionals did go the extra mile during much of their careers, they became disenchanted with the outcome. Stagnate wages and limited opportunities to advance without changing employers had an impact. Similarly, the push toward work-life balance and shifts in priorities during the pandemic played a role.
While many employers consider quiet quitting disruptive and disturbing, often equating it to professional indifference or laziness, that isn’t what’s pushing the trend. Instead, the focus is on providing the value they’re paid to offer.
As an employer, it is possible to curb quiet quitting in your organization, but using the right approach is essential. Here’s how to begin.
Curbing Quiet Quitting in the Workplace
Set (and Accept) Realistic Expectations
Setting expectations helps employees understand what they need to accomplish while handling their duties. Essentially, it tells them where the bar is set, providing clarity regarding what it takes to perform appropriately in their role.
While it may seem like setting lofty expectations is a method for curbing quiet quitting, it isn’t. Instead, you need to make sure the expectations are reasonable based on the nature of the job and the compensation level. If you push too far, it can lead to resentment and turnover. As a result, it’s wise to set challenging but fair expectations, leading to higher engagement.
Reward Extra Effort Outside of the Job Description
A major driver of quiet quitting was a realization that extra effort didn’t always mean career success. Many professionals embraced hustle culture in the years prior to the pandemic and frequently went the extra mile. When those efforts didn’t lead to explicit benefits, such as raises or promotions, many decided it wasn’t worth giving more than required.
By rewarding extra effort that goes above and beyond the job description, you’re incentivizing those actions. Opportunities for raises and promotions are motivating. Tying those rewards to going the extra mile will increase engagement and generate more interest in working outside the original job description.
Promote Work-Life Balance
Another motivating factor related to the quiet quitting trend is a pushback against an always-on mindset. Professionals are less willing to have their off-time interrupted by workplace demands, as they’re more focused on work-life balance.
If you want to reduce quiet quitting in your organization, respect employees’ after-work time. Unless a position genuinely requires (and compensates for) after-hours availability, don’t contact employees about work at night, on weekends, or during vacations.
Give workers the space they need to manage their personal lives and decompress. Doing so can increase engagement during work hours, resulting in a more productive and happier workforce.
Looking to Expand Your Workforce?
If you need to expand your team to ensure your existing employees can have the work-life balance they need, Riverway Business Services can help. Contact us today to learn more about our talent acquisition and hiring programs.