Why Quiet Quitting Is Important To Address

Photo source: Michael D. Levitt

Quiet Quitting isn't new. It's gone by different names such as "mailing it in", or "malicious compliance", or "sticking to the job description". The COVID-19 Pandemic has created opportunities for employees to reflect on their work life, and many have decided that they're being asked to do too much.

Signs of quiet quitting

Employees are taking their full breaks and not responding to emails/messages during their breaks or after hours. The always-on approach to work is burning people out, so people are tired for constantly being on the job.

Employees no longer are engaged in team meetings or in communication with their managers. Employees are giving short answers/responses to questions.

Employees are no longer laughing or bantering with colleagues. They're sticking to their desk and talk in a monotone voice.

Employees are taking more days off. This could be for interviews, or simply using their allocation of days to the fullest extent.

To reduce quiet quitting in your organization

Talk it out. Create an environment where employees and management can have open discussions about workloads and tasks. With the Great Resignation causing departures in companies, the work is getting piled onto the people that are left behind. It's not fair to those employees to carry the brunt of the extra work.

Take a long hard look at the work your company does. Look for efficiency opportunities and streamline unnecessary tasks. Be sure to involve employees in this study, as they're the ones doing the work.

Review your benefits packages and work schedules. People want flexibility and autonomy in their work roles. Extra compensation can help, but it's no longer the tool to entice people to work for your organization.

Flexibility and trust are.