Quiet Quitting is a hot topic after a TikTok video went viral, saying “work is not your life” and there are many thoughts and opinions around this.
But what is it, is it a good idea for an employee to ‘Quiet Quit’, and as a manager how should you handle it? Let’s take a look.
What is Quiet Quitting?
Quiet Quitting means doing only what your role requires and nothing more; no more going above and beyond your job description – you still show up for work and perform well but stay strictly within the boundaries of the job requirements.
According to a Resume Builder survey, 1 in 10 employees said they are putting in less effort at work than they were six months ago and 5% said they regularly do less than what’s required of them.
Reasons For Quiet Quitting Include:
- Doing more would compromise mental health or work-life balance
- Going above the job description adds no benefit to career progression
- No additional pay or raise for the extra effort put in
- Ready for a new challenge but haven’t found it yet
Is It a Good Idea to Quiet Quit?
Employees should always keep in mind that, no matter what, their current employer will be a reference one day.
If you’re still producing great work and are simply trying to maintain a work/life balance by leaving on time and switching off after work hours where possible, there’s nothing wrong with this type of Quiet Quitting. A healthy work/life balance is something we should all be aiming for.
But, if you’ve reduced output and engagement to bare minimum so that you don’t get fired or because you intend to leave, it might be time to step up your efforts in your job search! Being disengaged or letting your quality of work slip will not go unnoticed by your current employer and at some point, will be addressed – and not necessarily with a positive outcome.
If a promotion or pay rise is what you’re after, Quiet Quitting is something you may want to reconsider. Workplace decorum expert Pattie Ehsaei shared her views on this in a recent interview with the BBC; “Advancement and pay increases will go to those whose level of effort warrants advancement and doing the bare minimum certainly does not.”
Top reasons employers promote workers include:
- Consistent high performance
- Adding value to the company
- Willingness to go the extra mile and get involved with new tasks and projects
- They are respected by other staff and help them
What Employees Should Do Instead
Simply put, if you don’t intend on leaving your employer – speak with your manager about what you are unhappy with and see if you can come to a positive solution together.
If you truly want a new job elsewhere, make sure you are achieving at your current job while looking for other opportunities. As we mentioned above, they will be a reference one day!
What to Do If You Manage a “Quiet Quitter”
If only one of your direct reports is showing signs of Quiet Quitting, it may not be your fault but if multiple workers are, you have a big problem on your hands. Either way it needs to be addressed as soon as possible.
First though, before blaming Quiet Quitting on a worker simply being lazy or having a foot out of the door, ask yourself: Is this a problem with me or the company? Research shows that individuals want to give their energy, time, and enthusiasm to employers who deserve it.
Think about how you treat your team:
- Do you have good communication? Open and honest dialogue goes a long way.
- What are your expectations and are they reasonable?
- Do you make them feel valued? Praising a job well done goes a long way.
- Are you trusted by them? When direct reports trust their leader, they are more likely to perform better.
- Is your relationship a positive one? A positive relationship aids in building trust and having good communication.
- Are you consistent? Good leaders need to deliver on what they promise.
Put a plan in place to discuss with them why they might be Quiet Quitting and though this may be tough to swallow, think about how you need to brush up on your leadership skills too.
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