Ever since the COVID pandemic came around, the work culture has undergone a radical transformation, leading some employees to adopt a new mentality which you have probably heard of as “quiet quitting”.

In this article, we will look into what has brought this phenomenon around, and how employees and HR managers can actually tackle the underlying issues that have led to it.

So, what exactly is “Quiet Quitting”?

Let’s put it like this, imagine a working environment in which fulfilling the requirements of your job description, and only your job description, is adequate. Imagine no longer seeking to impress the boss by going above and beyond, leaving work just on time, and saying NO to extra tasks that come your way. In more technical terms, Quiet Quitting refers to a person who performs the minimum necessary to fulfill the requirements of their job.

Although employers usually anticipate that employees will be committed to their work, try harder to get the highest rewards, and care about the future of the business, they have found that some employees are doing the opposite. So, what exactly has led them to do so?

Meeting group

The grounds of “Quiet Quitting”

  1. Extra work that is required but is not compensated. Let’s face it, few will put in extra effort for too long if they aren’t being compensated for it. Not only does it require more time from them, but it also pushes them to forgo time spent with friends and family, participating in activities, or relaxing.
  2. Lack of gratitude or acknowledgment on the part of the employer. While many employees go above and beyond even if they aren’t recognized for the additional effort performed, they cannot do so forever. There comes a time when the lack of acknowledgment will lead them to do the bare minimum.
  3. Feeling burnt out, so they try to find a work/life balance.

Working over hours for an extended period of time, or taking on way too many tasks, can easily lead to burnout. At some point, employees will decide to take a step back and focus on building a better work/life balance that helps them to keep going steadily.

Woman HR Meeting

What’s in it for HR?

With all the above factors at play, HR managers have a lot of work to do to help employees regain their meaningful connection with their jobs. The pandemic has had a huge effect on the way “work” is generally perceived, and how much it really contributes to a person’s happiness. So, if you are an HR professional, team leader, or business owner, here’s one question for you:

Imagine a situation where workers are valued and cared for at work, receive raises or bonuses for their efforts, and have flexible working hours so they can do their tasks but still have time for other things. Do you believe that “quiet quitting” will still be as popular?

Probably not.

Employees will be more driven to enhance the quality of their job and work harder to get the greatest outcomes when this scenario is realized, and companies will have a higher return on investment, higher recruitment success rates, and improved employee retention.

Office meeting

We don’t know whether quiet quitting is here to stay, or whether it’s just a result of the pandemic and will slowly fade away. What we do know for sure, though, is that businesses need to ensure their employees feel supported and appreciated to perform better. Without that, companies will lose valuable talents that will find their way to more rewarding workplaces.

And now let’s hear from you. Have you ever gone into “quiet quitting” mode, or noticed it with one of your team members?

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