“Quiet Quit,” the new mindset emerging in the workplace, describes employees who do the bare minimum at work by reducing their engagement, energy, and productivity at work.
The path taken by these employees is clear.
But the answer of manager, team leader or employer is also critical.
“On the heels of movements like the Great Quit, the Quiet Quit is the latest example of employees changing their attitude about work and reassessing what’s important,” said Kristi Hummel, chief human resources officer. at Boston-based Skillsoft at FOX Business.
“They are no longer willing to go above and beyond what is asked unless there are meaningful concessions – and that doesn’t just mean pay raises and extra vacation days,” he said. – she continued.
Additionally, “workers who may have overextended themselves in the past are going back to performing only the tasks they were hired to do, in an effort to restore balance to their lives,” she noted.
What is the impact of this shift in employee engagement and work ethic on American companies and those who run them?
HR experts and business leaders shared with FOX Business how they’re handling this emerging workforce trend — and their reactions to it.
How do managers spot a “quiet quitter”?
Hummel says managers and leaders need to be “extremely” aware of how teams are feeling and be on the lookout for signs of silent abandonment – which can include traditionally strong employees choosing to step back on projects.
They may also show signs of declining job performance.
“A decrease in engagement is also a clear sign of silent abandonment,” she noted.
Another telltale sign of a quiet resignation is an employee’s diminished interest in work reviews and performance.
“They may also seem more headlong than usual and ask fewer questions about how their performance is measuring up to expectations,” Victoria Elman, general counsel and personnel manager at Catalant, also in Boston, told FOXBusiness.
They may also “seem less concerned about promotions, raises, advancementand career path,” she explained.
Other business leaders argue that having a policy approach in place for people who quietly quit in their business can help address this growing problem.
Miller says new hires join a company with the expectation that they will be positive, productive, and trusted members of an organization.
“Recognizing and addressing silent shutdown requires a proactive and attentive approach,” said Tom Miller, co-founder and CEO of ClearForce, Vienna, Virginia., says FOX Business.
“Disengaged and disgruntled employees are cultivated, not hired,” he said.
“Implementation and use of secure and confidential reporting systems can detect early warning signs of behavior, in a compliant manner, of a person quitting quietly,” he continued.
“Early discovery of discontent and personal struggles is a good tool for building and sustaining a win-win culture for everyone,” he also said.
Quitting quietly can impact small and large businesses.
But IIf silent abandonment becomes typical behavior among many employees in any workplace, Elman of Catalant said it can signal issues both at the corporate culture level and at the workplace level. ‘commitment.
“Perhaps management’s expectations are unreasonable, work-life boundaries are regularly flouted, or the environment is becoming toxic,” she said.
“In all of these scenarios, the leadership team, HR and managers need to keep tabs on whether this is truly a silent shutdown – or whether there are larger systemic issues that need to be addressed. “, she pointed out.
How Does Silent Abandonment Hurt American Business?
Quitting quietly can impact small and large businesses.
“American companies are currently juggling a recession, hiring freezes and one of the tightest labor markets to date, with employees demanding – and getting – more pay, benefits and flexibility than ever before Patrick Manzo, CEO of Kazoo + WorkTango, an Austin, Texas-based employee experience platform, told FOX Business.
Manzo said this new employee-centric trend is forcing companies to take a closer look at employee retention and identify strategies to retain employees and engage them fully in their work.
“From a business perspective, employees [who are quiet quitters] can cost the company dearly in many ways, including lost productivity, poor employee morale, a broken company culture and high turnover, all of which are detrimental to a company’s bottom line” , did he declare.
Should employers try to change the mindset of quiet dropouts?
To overcome this shift in employee philosophy, business leaders can focus their efforts on creating a strong employee experience and culture that inspires employees to stay with their company, Manzo said.
People have to do the job they were hired to do – it exists for a reason.
“It starts with employee recognition,” he shared. “When employees feel recognized and appreciated for their contributions, they are happier, more productive, and less likely to seek new employment.”
On the other hand, when employees don’t feel recognized and celebrated for their work, they often feel apathetic and disconnected, which can lead them to quit quietly, he said.
“To ensure that this recognition has the greatest impact on teams, HR and business leaders need to show their gratitude to employees in a way that is public, timely, specific, and tied to something concrete,” he added.
Of course, much of the responsibility still lies with the employees themselves.
HR professionals say people should do the job they were hired to do — it exists for a reason. And if their performance falls to inappropriate levels, it must be addressed and there must be consequences, they say.