‘Quiet quitting’ is more than a buzzword. In a post-pandemic workforce that put employees in the driver’s seat, workers are quietly quitting at an alarming rate. Can you tell if yours are? And more importantly, do you know how to support them well enough to prevent them from from putting the brakes on their productivity or engagement?
From TikTok to the boardroom, quiet quitting is a much-talked about trend. Although quiet quitting is not a new phenomenon, it remains a hot button topic for 2023. Leaders everywhere must be poised and prepared to address this workforce trend. Here is how to you can start the year on a strong note.
Quiet quitting in 2023
The subject of quiet quitting is usually either focused on the employee experience or leaders trying to stop it. Here, I look at both sides in order to help leaders understand the reasons behind employees quietly quitting. Once you know what prompts quiet quitting, you can equip yourself to be a changemaker before anyone feels the need to disengage.
By identifying signs of quiet quitting and learning ways to prevent it, you can save your workforce, organization, and reputation.
In this article, I first talk about signs of quiet quitting to help you identify them. Then, I provide actionable tips to prevent anyone you manage, from quietly quitting.
Let’s get started.
What is quiet quitting?
It’s the psychological equivalent of an Out Of Office reply.
Firstly, what exactly is quiet quitting, anyway? By definition, quiet quitting is where employees underperform or do the minimum work requirements instead of officially resigning. This behaviour is accompanied by a decline in attitude and commitment.
Quietly quitting is about the employee experience. Therefore, is the responsibility of managers, directors and executive leaders to know the warning signs and help their workforce (and bottom line).
Why are employees quietly quitting?
Although quiet quitting is not a new phenomenon, it remains a hot button topic for 2023. Leaders everywhere must be poised and prepared to address this workforce trend.
In this post-pandemic work era, employees had a taste of more autonomy and independence in their jobs. They enjoyed greater flexibility with remote work, discovered how health and wellness were essential for productivity and happiness. But they also suffered isolation from the fragmented workplace on top of the anxieties and uncertain job security the pandemic brought about.
How leaders can identify and prevent quiet quitting in 2023
Whether you have just entered a leadership role or are a seasoned pro, the last few years presented challenges for which no business courses or organizational manual prepared us. Helping navigate a new world of working and managing people is among reasons I became a leadership coach, to help others.
Today’s leaders face unprecedented challenges. This is one of the reasons I became a leadership coach. It is harder than ever to manage a workforce. People, rightly so, are dissatisfied with the old way of working, brought on by our post-pandemic work models. However the lacking of a clear sense of direction can cause confusion and broken communication. Low morale is directly correlated to high turnover.
Many employees in 2023 will not necessarily leave their jobs. Instead, their productivity and engagement will plummet as a result of quiet quitting.
5 signs your employees are quietly quitting
Do you know the warning signs of a quietly quitting employee?
To be an effective leader in the 21st century, it helps to know about the employee experience.
Here are the top 5 signs to look for when it comes to employees quietly quitting:
1. Once highly engaged employees are less productive
Along with decreased output or substandard work, a decline in productivity that is a red flag can also include:
a) once engaged employees now leaving the office/ logging off early,
b) not participating in work events
c) removing themselves from ERGs (employee resource group) they were part of before.
2. Bad vibes/ negativity
A bad attitude is a sign of quiet quitting, especially when it comes from a once agreeable employee. Negativity can spread by an unhappy employee to colleagues quickly if this toxic trait is not addressed promptly.
3. Poor performance / no pride of ownership
Good leaders should do regularly scheduled performance reviews for a number of reasons that include communicating expectations, nip problems in the bud, nurturing rapport and maintaining a record of employee engagement. If you see performance reviews continuing to dwindle, they might be an indicator that quiet quitting is the cause.
4. Decreased or withdrawn communication
A marked change in behaviour may not be as overt as hearing the employee speak negatively about the company or peers. Sometimes they might withdraw and become more reserved and closed off. Other behaviours like not answering calls or emails in a timely manner, ignoring clients and not performing expected tasks are also glaring warning signs.
5. Colleague or stakeholder complaints
If you are receiving negative feedback from others about a particular employee, that signals concern as most of us do not wish to complain about a colleague unless the situation is dire. Address feedback by asking questions to dig deeper to see if there is a shared element or root cause.
How leaders can help prevent quiet quitting
After reviewing the above, you have determined they are likely quiet quitting, but now what actionable steps can you take?
Here are some suggestions on what you as a leader can do to help prevent employees from quiet quitting — and better, help their holistic wellbeing.
If the employee is not delivering like they once did, performing the bare minimum or less, first look at the workload and ask yourself perhaps it is unmanageable in the first place. Directly ask the employee if the workload is too much and offer to cut it down if this is the case.
Studies show employees say regular recognition from their manager is as valuable. Make sure you provide positive feedback for a job well done. I get it, if someone is not performing to the best oft heir ability, recognize their old accomplishments and ask how you and the company can help them get back to their A-game.
3. Be available and approachable.
As leaders can get pulled away by demands from the top, it can be difficult to find time to have regular check-ins with those you manage, and I don’t mean formal performance reviews. Just informal one-on-ones to ask how they are doing goes a long way in making the employee feel valued. Communicate your availability and that they can book time with you to chat by accessing your calendar. Reminding your people you are still connected to them and care is vital in preventing quiet quitting.
4. Actively listen
Of course being available is not much good if you are not attentive and engaged during your one-one-ones. Focus on the employee and demonstrate active listening. It may seem sterile but if you have a lot on your mind, write down a few notes about what the employee shares with you on a personal level so you can revisit them and remember to ask follow-up questions at your next meeting, for example how a professional exam went or how their kid’s soccer tournament went.
5. Support wellbeing
A silver lining of the pandemic is a greater emphasis on employee physical and mental health. Ensure your employees can maintain a work/life balance and support them where you can.
To summarize, leaders are responsible for identifying and preventing quiet quitting before it really damages your workplace ecosystem.
Don’t ignore behaviour changes, and act swiftly in addressing your concerns and the concerns of others when it comes to this employee. There are many benefits of leadership coaching if you feel your team, or yourself as a leader, require that assistance.
If you feel you could use support on fostering a healthy and engaged workforce, consider leadership coaching. Contact me at firstname.lastname@example.org