COVID-19 pandemic has changed the way we use to work, play and live. With cities under lockdown, people working from home and ban on public gatherings, you are confined to the four walls. More importantly, it made a majority of employees rethink their career paths.
This led to the great resignation, which led to 71.6 million quitting their jobs from April 2021 to April 2022. With 4 million people quitting their jobs every month, it becomes extremely difficult for businesses to retain their employees and keep their employee turnover rate under control.
According to a survey conducted by Pew Research Center, lack of career opportunities, low salaries and feeling disrespected at workforces are the three most common reasons why employees quit their jobs in 2021 and 2022.
Even when things started to stabilize and employees started coming back to the workplace, they were not as engaged as they were before the pandemic. This gave rise to a phenomenon called quiet quitting. Even though the concept is nothing new, it has recently gained a lot of attention so much so that it has become a buzzword.
If you are interested in learning more about quiet quitting and how to prevent it then this article is for you. In this article, you will learn about quiet quitting and how it will impact organization and what you can do to minimize its impact.
What is Quiet Quitting?
Don’t be fooled by the term “quiet quitting” and believe that it is about employees quietly quitting their jobs. Quiet quitting is a phenomenon where employees only perform tasks that fall under the realms of their job descriptions and never go above and beyond. They never work long hours and only fulfills the bare minimum requirements to complete the task.
They ditch the notion of “work is life” and try to strike the right work-life balance. Quiet quitting is a tactic employees use to relieve themselves from work related stress and protect themselves from burnout. For businesses, that’s not great news as they are already struggling with retaining their existing employees due to great resignation and quiet quitting adds insult to their injury. They have to
Why Are Employees Quit Quitting?
Employee burnout and work related stress is real. According to the Anatomy of work report, 70% of employees experienced burnout last year. That’s not even the worst part. The report further revealed some eye opening facts. According to the report, employees experience burnout, make more mistakes and are less engaged at the workplace.
They are more likely to switch jobs and their morale is down. Slow wage growth, lack of career growth opportunities and remote work has all contributed towards quiet quitting in addition to employee burnout.
As more and more businesses started conducting online meetings, the distance between employees and management continues to grow as there is no face to face communication and physical interaction. This also reduces employee engagement and makes them feel more isolated. You can get over this by investing in dedicated servers in singapore.
How To Identify Quiet Quitting?
Now, you know what is quiet quitting and why employees are doing it, let look at some of the warning signs that help businesses identify quiet quitting.
- Arriving late and learning early
- Productivity slump
- Not attending meetings
- Little to no contribution on projects
- No passion and enthusiasm at work
What Businesses Can Do To Prevent Quiet Quitting?
Let’s say, you have identified quiet quitting, what’s next. The next step would be to take steps to prevent employees from quiet quitting.
Conduct Root Cause Analysis
Even if your employees are quietly quitting, that does not mean that they have lost all faith in your company. There is still some hope and you can turn things around. All you have to do is to identify what’s putting them off in the first place. Once you identify the root cause of the problem, it will be much easier for you to fix the main problem that is forcing your employees to quit.
Let’s assume that it is employee burnout or work related stress, you can take measures like balancing their workload like VPS Singapore by dividing tasks equally between different team members. Encourage employees to take a break or take some time off from work. Enable them to prioritize tasks and create a schedule that is right for them instead of imposing one on them. This will provide much needed relief to employees and make them more engaged at work again.
Rethink and Realign Productivity Expectations
Most businesses set goals and targets once a year and never look back at them before the year ends. This is not the right way to go about it in today’s rapidly changing environment. For example, your website starts to get more traffic, you should not wait but migrate to cheap dedicated hosting server from shared hosting. You need to be flexible with your goals and be willing to change your productivity expectations according to the changing situation.
We saw that in the pandemic when businesses did not change their productivity expectation even when most of their employees are working remotely. Even if you give them access to cheapest dedicated server hosting, you should rethink your productivity expectations. There is a massive difference between working in a traditional office environment or remote environment so your expectation should adapt accordingly.
One of the most common traits all engaged employees share is that they are curious. You just have to evoke curiosity and create an environment where employees are encouraged to ask questions. Allow them to try new things and experiment with new ideas. Take their feedback from time to time and value it by making decisions based on that. This will not only make them feel more valued but also more engaged at work.
Instead of making work their life, businesses should look for ways to seamlessly integrate work in their daily lives. Organization will have to tackle quiet quitting issue by adopting a people first mindset otherwise, they will struggle to overcome this problem. Leverage automation to automate mundane and repetitive tasks so it can give your employees some breathing space and allow them more time to focus on more value driven activities.
How are you planning to deal with quiet quitting? Share it with us in the comments section below.