How to Overcome the Epidemic of “Quiet Quitting” in Your Workforce

The prevailing trend of quiet quitting, which has gained considerable traction on social media, suggests that millions of U.S. workers are not surpassing the basic expectations of their jobs and are merely fulfilling their job descriptions. This concerning phenomenon is poised to intensify further, with the youngest workers showing the least engagement. Quiet quitting poses a challenge as the majority of today’s occupations require historically high dedication levels to foster collaboration among colleagues and meet rising customer expectations.

If your organization is facing this epidemic, you are among a growing number of employers struggling with this new reality. According to Gallup, "quiet quitters" now constitute a minimum of 50% of the workforce. The research indicates that the ratio of engaged-to-actively disengaged workers has reached 1.8 to 1, the worst in nearly a decade. A ResumeBuilder survey reveals that 21% of workers are part of this trend and are doing the bare minimum. The trend appears to be quickly worsening; 10% of employees are now putting in less effort than 6 months ago. There is some good news, however, according to this survey. That is 9 in 10 “quiet quitters” could be incentivized to work harder.

Understanding The Business Impacts

Gallup's State of the Global Workplace: 2022 Report reveals that unengaged or actively disengaged employees have resulted in a massive loss of productivity, amounting to $7.8 trillion worldwide. This staggering figure accounts for approximately 11% of the global GDP.

If your company is affected, before you can address root causes of quiet quitting, it is vital to mitigate the following impacts to stabilize a positive work environment, employee productivity, and talent retention:

1. Decline in work quality: Quitters’ commitment to delivering high-quality work diminishes. This can result in lower standards, more errors, missed deadlines, and compromised outcomes, impacting the overall quality of products or services provided by the organization.
2. Failed leadership initiatives: Quiet quitting can undermine leadership initiatives as disengaged employees are less likely to support or actively participate in organizational goals and initiatives, leading to poor execution and limited progress.
3. Poor relationships between executives and managers, managers and subordinates: Quiet quitting can strain relationships between executives, managers, and subordinates. Lack of engagement and communication breakdowns can hinder cooperation and the flow of information and feedback within the organization.
4. Reduced or less effective teamwork and collaboration: Employees who are not actively engaged may be less willing to contribute ideas, share information, or work as part of a team, resulting in decreased productivity and innovation.
5. Declining customer service: Disengaged employees are more likely to provide subpar customer service, leading to dissatisfied customers and potential loss of business. Quiet quitting can manifest as a lack of enthusiasm, decreased responsiveness, or neglecting customer needs. ?
6. Employee disengagement and absenteeism: Quiet quitting is a clear sign of employee disengagement, leading to reduced motivation, lower productivity, more absences, and a lack of commitment to the organization's success. ?
7. Turnover: An uptick in quiet quitting often precedes an increase in employee turnover. Disengaged employees may actively seek opportunities elsewhere, leading to talent loss, increased recruitment and training costs, and disruption within teams.

Steps to Address Quiet Quitting on an Individual Level

Employees who are quietly quitting will typically meet the lowest acceptable standards for performance, participate less in meetings, and achieve less from an objective performance metrics standpoint. If you notice these signals in a valuable employee, take the following actions:

1. Promote open communication: Open channels for transparent communication so that your employee feels comfortable expressing concerns. Set up regular one-on-one discussions to address any issues or challenges that may be causing disengagement.
2. Provide clear expectations and feedback: Ensure that your employee has a clear understanding of their job responsibilities, performance expectations, and how their work contributes to the overall goals of the organization. Regularly provide constructive coaching, and offer positive recognition to help your employee stay motivated.
3. Offer career-tracking, training, and development opportunities: Invest in your employee’s professional development through training and resources that empower them to enhance their skills, knowledge, and capabilities. Provide specific growth paths within the organization to boost long-term motivation and engagement.
4. Address workload and stress: Regularly assess and manage your employee’s workloads to prevent burnout and excessive stress. Ensure that your worker has the necessary resources, tools, and support to effectively perform their duties. Recognize and address workload imbalances to prevent your employee from feeling overwhelmed.

Steps to Address Quiet Quitting on an Organizational Level

By prioritizing leadership development and empowering employees with more choices, companies can effectively address the issue of quiet quitting. Here are a few strategies and policies to consider:

1. Ensure fair compensation: Maintain competitive pay aligned with market rates and provide additional compensation for outstanding performance. Recognize exceptional contributions through appropriate rewards that motivate employees to go above and beyond.
2. Prioritize employee well-being: Place a greater emphasis on the mental, physical, and emotional well-being of your employees and they will feel less inclined to hold back professionally. Demonstrate a genuine commitment to their well-being and follow through on these commitments, so that employees trust your organization to unleash their full potential.
3. Foster worker autonomy: Give talented workers more freedom and fewer constraints. This creates a positive work environment, promotes motivation and innovation, and ultimately helps you to retain talented employees who are more likely to stay invested in their work when they feel they are not being micromanaged.
4. Embrace flexible work arrangements: Implement flexible work options, such as remote or hybrid setups or even a shorter workweek. Show that your organization is responsive to this growing trend, which allows your employees the work-life balance they increasingly seek and boosts job satisfaction.

Overcoming the epidemic of "quiet quitting" in your workforce requires a comprehensive approach. By implementing these strategies, you can create a workplace where employees feel valued, motivated, and supported. In essence, the solutions to this epidemic are the same solutions to the challenge of creating a “best place to work” for today’s employees.