How to Prevent Quiet Quitting in Your Team
As of late, the "quiet quitting" movement has exploded on several social media sites. The term "disengaged worker" refers to workers who, rather than leaving their jobs entirely, perform the bare least needed to keep employed.
This phenomenon, often a result of quiet managing, reflects how disengaged leadership can lead to team members pulling away from their roles. Every day these employees show up for work, but they are not putting their souls into it since they do not value performing a good job or helping the business to flourish. Although at first glance an employee's quiet departure may not appear like a significant event, it can have a considerable impact on team morale, staff output, and the company's bottom line.
In this article, we’ll explore the signs of quiet quitting, the reasons behind this kind of departure, and—above all—what managers can do to prevent quiet quitting and get their workers back on board.
How Does Quiet Quitting Work?
Workers can quietly quit their jobs when they stop trying to surpass what is expected of them and instead concentrate on performing the minimum. Though they show up to meetings, respond to emails, and complete their designated responsibilities, they truly have little desire to see the team or business flourish. Learning how to quietly quit your job is often driven by frustration with unaddressed workplace issues or lack of leadership engagement.
A 2022 Gallup study indicates that almost 50% of US employees report engaging in silent resigning. A Gallup survey (2023) revealed that in the United States, employee engagement decreased by 4% from 2020 to 2022, reaching 32%, while the proportion of actively disengaged employees increased to 18% during the same year.
Among the several elements that could inspire workers to lose interest in what they do for a profession are workload turmoil, burnout, low pay, underappreciation, lack of progression chances, and so on.
The Generational Divide on 'Quiet Quitting
Recent YouGov study (2022) indicates a substantial disparity in job views across various generations in the United States. While 82 % of Americans aged 65 and older assert that employees should consistently exceed expectations at work, just 50 % of individuals aged 18 to 29 share this viewpoint.
In contrast, 65 % of individuals aged 18 to 29 believe that employees should do just the tasks for which they are compensated—neither exceeding nor falling short of those responsibilities. The fundamental concept of "quiet quitting" does not resonate positively with elder Americans. Only 28 % of individuals aged 65 and older concur with the "no extra mile approach."
Although the "quiet quitting" phenomenon may not be as significant as its online popularity implies, companies should heed the concerns of younger employees.
Six Key Signs of Quiet Quitting
Mental Absence: Employees are physically present but mentally checked out.
Minimal Productivity: Their work is reduced to the bare minimum, with no effort to exceed expectations.
Isolation: They avoid interacting with colleagues or participating in team activities.
Lack of Interest in Additional Tasks: They show no interest in taking on new challenges or responsibilities.
Passive Participation in Meetings: They attend meetings but don’t contribute or express opinions.
Increased Workload for Others: Their disengagement forces other team members to pick up the slack.
These are clear signs of quiet quitting that managers should recognize early on to prevent its spread.
Latest Statistics on Quit Quitting Trend in the US
In the U.S., "quiet quitting" has become a significant workplace trend. According to recent statistics, up to 67% of U.S. employees might be engaged in some form of quiet quitting. This trend refers to employees doing the bare minimum required for their job without going above and beyond, reflecting a form of disengagement. Currently, only 33% of U.S. workers are actively engaged, while another 18% are "actively disengaged," meaning they are dissatisfied and potentially disruptive to workplace morale.
On a broader scale, quiet quitting has been linked to substantial financial losses, with estimates suggesting it costs U.S. businesses between $450 billion and $500 billion annually in lost productivity. Moreover, globally, quiet quitting could be contributing to losses as high as $1.5 trillion. McKinsey & Company (2024).
Please note, the United States is the second most impacted nation with silent resignation, with statistics indicating that 43% of employees in major firms lack full engagement, adversely affecting their creativity, productivity, and general workplace connections. Resolving this issue may lead to enhanced employee satisfaction and increased organizational performance.
These statistics underline the importance of employee engagement, as quiet quitting affects not only individual well-being but also organizational performance. Globally, the U.S. ranks as the second most affected country, reflecting cultural and work-life balance issues influencing this trend. TeamBuilding. (2022)
Proactive Engagement Strategies
Instead of reacting to silent resignations, firms can focus on proactive methods to increase employee engagement from the outset. This can assist in preventing quiet quitting before it starts.
Regular Feedback Loops: Managers should give continuous, constructive feedback, both positive and developmental. This fosters a culture of transparency and acknowledgment, making staff feel appreciated.
Employee Surveys: Regularly conduct pulse surveys to assess staff happiness and stress levels. These surveys enable managers to address concerns before they escalate to disengagement.
Career Development Opportunities: Provide ongoing learning and development programs, mentorship opportunities, and skill-building activities. Employees who see obvious growth opportunities are less inclined to disengage.
Build Strong Company Culture to Prevent Quiet Quitting
A toxic or disorganized company culture can lead to quiet quitting. Creating a pleasant, inclusive, and motivating company culture can help reduce disengagement.
Inclusive Leadership: Leaders should create an environment in which employees feel valued and encouraged to express their views and concerns.
Shared Values: Make sure the company's basic values are properly conveyed and reflected in daily actions. Employees that feel connected to the company's mission are more likely to remain engaged.
Recognition Programs: Establish peer-to-peer recognition initiatives to foster a sense of community and appreciation among team members.
Spotlight on Leadership
Leadership plays a critical role in preventing quiet quitting. Managers should lead by example and be proactive in supporting their team's well-being.
Managerial Training: Provide leadership training focused on emotional intelligence, conflict resolution, and people management skills. Managers should be equipped to recognize the signs of disengagement early and know how to address them.
Empathy in Leadership: Encourage managers to practice empathy, taking the time to understand employees' personal and professional challenges. This fosters trust and loyalty.
Open-Door Policy: Promote open communication where employees feel comfortable sharing their ideas or frustrations without fear of judgment.
The Role of Technology in Engagement
Technology can either support engagement or contribute to burnout. Using tech tools wisely is essential to fostering a balanced and productive workforce.
Smart Use of Collaboration Tools: Streamline the use of communication platforms like Slack, Telegram, or Skype. Having too many tools can lead to communication overload, wasting time and reducing productivity.
Employee Wellness Platforms: Consider using wellness platforms that offer mindfulness exercises, virtual fitness programs, or mental health resources. These tools can help employees manage stress and improve well-being.
Addressing Burnout Head-On
Burnout is the biggest reason for quiet quitting. By 2021, 67% of people reported feeling burnt out. It’s no wonder “quiet quitting” became popular Medium (2023). To prevent burnout, managers must make an active effort to promote a healthier work atmosphere.
Workload Management: Regularly review and manage employee workloads to avoid burnout. Avoid overwhelming high-performing employees and make work-life balance a priority.
Encouraging Breaks: Promote the value of taking breaks, vacations, and time off to recuperate. Employees who feel supported in taking time for themselves are more likely to remain engaged.
Mental Health Days: Provide designated mental health days so that employees can take time off when they are feeling overwhelmed or anxious.
Measuring and Analyzing Engagement
To understand and avoid quiet resignation, it is critical to monitor employee engagement over time.
Engagement Metrics: Monitor critical measures like absenteeism, productivity, employee satisfaction, and retention. These data points can assist in detecting early signs of disengagement.
Stay Interviews: Conduct regular stay interviews to learn why employees stay with the company and how to improve their experience. This can help to prevent further disengagement.
Exit Interview Insights: Exit interviews might provide insights into what caused an employee's disengagement and quiet quitting. This feedback can assist the remaining team in improving its engagement efforts.
Employee net promoter score (eNPS)
The Employee Net Promoter Score, a vital employee engagement statistic, indicates the likelihood of workers recommending your organization as an excellent workplace. It is a direct manifestation of their experience and contentment.
A high eNPS signifies that employees are predominantly content and committed to the organization. In contrast, low employee net promoter scores indicate a significant proportion of disengaged employees within the workforce.
ROI on employee engagement
The ROI on employee engagement quantifies the financial return a firm realizes from investing in activities aimed at enhancing employee engagement. It measures the concrete advantages of possessing a highly engaged workforce.
The return on investment for enhancing engagement is seen in earnings, innovation, and decreased turnover expenses. Committed personnel enhance profitability.
Long-Term Retention Strategies
Developing a long-term employee retention plan ensures that people feel appreciated and driven to stay engaged in their jobs.
Transparent Career Pathways: Employees are more likely to stay motivated when they see obvious prospects for advancement. Regularly convey opportunities for advancement, lateral movement, or new responsibilities.
Work-Life Integration: Promote a good work-life balance. Flexibility makes employees feel more supported and less likely to disengage.
Fostering Autonomy: Give people more control over how they approach their jobs. When employees feel trusted and autonomous, their motivation and job satisfaction rise.
How to Manage Quiet Quitting
In addition to the proactive tactics listed above, managers can take the following actions when they observe indicators of quiet quitting:
Reevaluate and Reduce Meetings: Make sure meetings are necessary and effective. Set time restrictions, make agendas, and distribute them ahead of time to ensure that everyone is prepared.
Individual Growth Plans: Work with employees to develop personalized growth plans, outlining short-term goals and steps for achieving them.
Rethink “Fun Activities”: While activities like yoga or game days can be enjoyable, they may not appeal to all employees. Instead, ask your team what they find most interesting.
Show Appreciation: Don’t wait until the annual evaluation to express gratitude. Recognize your employees' accomplishments on a regular basis, and use competence mapping to help them see a clear career path and common goals.
Support Mental Health: Focus on improving mental health support by holding workshops and giving resources to assist employees in coping with stress and building resilience.
Flexible Work Hours: Provide flexible working hours whenever possible, giving employees control over their schedules. Flexibility can dramatically improve job happiness and engagement.
Conclusion
There is a silent productivity killer known as quiet resignation, which sometimes remains unnoticed until it is too late to do anything about it. On the other hand, you can prevent employees from departing without giving notice by taking preventative measures, establishing a robust business culture, encouraging leadership development, and putting an emphasis on the safety and happiness of your workforce.
When it comes to the success of the firm, employees want to feel appreciated and linked to it. It is possible for businesses to maintain their employees' engagement, motivation, and involvement in their long-term success by fostering open communication, providing individuals with clear career growth opportunities, and promoting a healthy work-life balance.
Keep in mind that trust and communication are activities that require the attention of both management and staff. These can only be accomplished through collaboration.
Quiet Quitting FAQs
How to keep employees from quiet quitting?
To keep employees from quiet quitting, it’s important to reassess their job responsibilities regularly to ensure they're fair and manageable. Creating a culture of open communication, where employees feel heard and supported, is crucial. Offering fair compensation and promoting work-life balance, including remote work options, can enhance employee satisfaction. Employers should engage and support their teams, offer attractive benefits, and focus on enhancing professional development and growth opportunities to retain engagement.