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What is quiet quitting?

Quiet quitting is the polar opposite of leaving in a blaze of glory. It simply means that you do your job as your job description dictates; no more, no less. You don’t go above and beyond, you don’t take on extra responsibilities or work overtime, you don’t answer emails out of hours, you don’t go out of your way to impress your boss.

When you quiet quit, it’s normally a sign that you’re completely disengaged from your role, and have mentally left your job even if you’re going through the physical motions of doing it.

This article was originally posted by Annabel Evans on the Hanover Search website.

Six tips to support your employees if they show signs of quiet quitting

1. Communicate

This is key. Listen to what employees are saying and make sure you check in with them regularly, especially if they’re working from home. People need to have a voice and be heard, and employers should take the time to listen, feedback and ultimately make any necessary changes.

2. Recognise

Make sure your employees feel that they are valued. People shouldn’t just be expected to go the extra mile so if they do, recognise it in an appropriate way.

3. Improve the working environment

Is there anything you could do to support an employee in how they work? That could be to provide more flexibility in terms of hybrid working, different hours, a better set-up if they have to work from home, reduced or condensed days, or firm work/life boundaries. Think about what benefits can replace things like table football.

4. Challenge yourself

Do your employees have realistic workloads or are you expecting too much from them? Do you need to invest in more people rather than expect your existing employees to take on more and more?

5. Look at the wider picture

Put yourself in your employees’ shoes. In today’s world, people are looking more to having a healthy work/life balance. We’ve just come out of a pandemic. We’re in the midst of a cost of living crisis. There are many external stressors in life. People want to feel engaged and motivated at work, not put upon or expected to regularly go above and beyond.

6. Prioritise mental wellbeing

Support your employees by prioritising mental health. This is not only the right thing to do, but employees who are mentally healthy are more likely to be high performing and committed to their role.

Read the original article in full here.

If your company needs help in supporting disengaged employees, you can find out more about our engagement and retention solutions here.

Alternatively, to talk to one of the team, call +44 20 7100 6656 or send an email to [email protected].