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7 Ways Employers Can Avoid Quiet Quitting

Quiet quitting is the latest workplace trend employers are experiencing. It’s when an employee limits their tasks to the ones necessary for their job and not one thing more. They do whatever the bare minimum is to get the job done, but when they leave work, they leave the job entirely behind them.

As an employer, it’s important to recognize when this is happening to an employee. It’s because it’s a telltale sign that they’re unhappy in their position, bored, or burnt out.

So, what are some of the signs of quiet quitting?

  • Disengaged during meetings or not attending meetings at all
  • Last one in, first one out
  • Lack of productivity and quality
  • Cynicism revolves around everything

Quiet quitting usually isn’t about an employee’s life outside of work. More often than not, it’s due to what’s going on in their workplace environment. Employers that want to combat quiet quitting can do just that by following these steps:

  • Implement Transparent Communication Practices – This isn’t just about sharing the good information or having the easy conversations. It’s also about being honest about some of the bad information and having the tough conversations. Transparent communication increases collaboration in the workplace and enhances trust between colleagues and trust between employees and the employer.
  • Show Gratitude – When employees turn into quiet quitters, most likely, they are feeling a lack of support from leadership. Usually, they are under-appreciated for the work they do. Therefore, management should implement recognition programs and strategies to make employees feel valued. This is a great way to award employees for stellar work, build rapport on a team, and show the company’s appreciation.
  • Support Work-Life Balance – Employees aren’t just professionals. They are human beings who have lives outside of work and should be treated that way. Unfortunately, quiet quitting can result from mental health challenges within the workplace. So more employers should prioritize supporting the well-being of their workers.
  • Compensate Your Employees Appropriately – When pay discrepancies exist, employees will recognize them. Leadership needs to be transparent about compensation and do what they say they will do. For example, if a manager talks about a raise or promotion yet never follows through, it gives employees a reason to look elsewhere for the compensation and commitment they deserve.
  • Concentrate on Actively Listening – Truly hear what your employees are saying. Quiet quitting usually doesn’t happen without the employee voicing concerns prior. When employees express concerns, managers should lead with empathy. As a result, employees will feel understood, instilling more faith in the leadership. Consistent conversations between employees and leaders is a great first step in combatting quiet quitting.
  • Keep Your Eyes Open – As with active listening, managers should actively observe their employees, monitoring changes in mood or behavior. Managers should act when an employee who is usually outgoing suddenly turns quiet or a highly engaged employee suddenly becomes disillusioned at work. Whether it’s a workplace situation or something the employee is facing in their personal life, managers need to recognize changes and address them accordingly.
  • Increase Workload Strategically – One of the leading causes of quiet quitting is burnout. Sometimes employees are put in a situation where they are expected to do the work of more than one person, and it’s usually due to staffing challenges. There will always be work that needs to get done. However, employees shouldn’t have more work than they can handle for the long haul.

Employees deserve a supportive working environment, a positive culture, and a workplace that helps them grow. Has quiet quitting ever been something you found yourself slipping into? Why was that, and what was the result? Join the conversation on LinkedIn. Also, check out How to Know When It’s Time to Find a New Job.