Quiet quitting is a new phenomenon on social media. It began on TikTok, but it didn’t take long to reach LinkedIn. Have you heard this new phrase? Let’s talk about what this means for both our clients and candidates.
What is Quiet Quitting?
In basic terms, quiet quitting is the act of employee meeting their work responsibilities and doing no more. No going above or beyond. Clocking out on the dot. Essentially, just working to rule, a phrase many of us are already familiar with.
Quiet quitting has been around for longer than we think, it just hasn’t had the attention. It is now a popular buzzword in the industry.
So why is it controversial?
Many professionals are viewing quiet quitting as rebellion. Most employees who quit quietly, tend to have been the opposite before, always willing to go the extra mile. If an employee starts to do this, there is a noticeable change in his or her behaviour.
The reaction to this trend has had a varied reaction on social media. Some users have agreed that if a workplace is making them unhappy, it’s only right that they set the correct boundaries. Others have disagreed and believe that it is the wrong approach to expressing unhappiness at work.
Signs of quiet quitting
Quiet quitting can be subjective. Each employee will have a different outlook and way of partaking. Here are the signs that could suggest an employee could be quitting quietly:
- A noticeable shift in overall behaviour
- A lack of team morale
- Isolation from collegues
- Performance dips
- Arriving ‘late’ and leaving ‘early’
- A lack of enthusiasm
- Reduction of work and productivity
Our take on quiet quitting
Speaking up about being unhappy at work is extremely important. It is the first place to begin with any problem. We appreciate that this is always easier said than done but rather than immediately ‘checking out’ or closing yourself off to solutions, try to speak up first.
Do this by being open and honest but direct. Don’t wait for too long to speak to your manager about your problems. The longer you wait to have difficult conversations, the more difficult they become. Enter this conversation with an open mind and be willing to accept solutions or create a plan.
Our advice to employers
If you are worried about this happening in your workplace, we suggest preventing it before it starts. The main reasons that employees start this behaviour are salary, workplace culture, management and support systems.
Ensure the workplace isn’t the reason by creating a positive work environment. Prioritise staff wellbeing by encouraging honesty and speaking up. Keep in regular contact with your staff with 1-1’s and check-ins. Communication could be the factor that tackles the issue at hand. Listening to employees’ needs can allow you to meet their requirements, re-engage them and hopefully motivate them.