Quiet Quitters
'Quiet Quitting' is one of the latest buzzwords shaking the HR industry – but what is it, and can it be prevented? In this guide, we discuss how to spot Quiet Quitters within your workforce and revive their productivity with a well-mapped employee engagement strategy.
"What is 'Quiet Quitting'?"
Quiet Quitting refers to employees who refuse to go 'above and beyond' in their roles, sticking solely to their primary responsibilities and targets rather than pursuing career progression.
According to global research firm Gallup, Quiet Quitters are neither engaged with their roles nor actively disengaged – instead, they sit somewhere in the middle of these two groups.
The phrase began making waves in the HR industry after the emergence of a?viral TikTok video, which spurred many employers to question the productivity of their colleagues.
Despite being a recently-coined term, 'Quiet Quitting' is far from a new concept. According to?research by Gallup, more than 50% of the US workforce could be defined as 'Quiet Quitters' based on their response to employee engagement questions in 2022.
In the words of one online commenter…
'It's ok to say no to tasks that aren't aligned with the job description. Staffing is a headache. You probably won't get fired unless they were already planning to fire you. It's easier to put your foot down the longer you've worked at a company.'
'How can I spot Quiet Quitters in my workforce?'
Quiet Quitters can be incredibly difficult to identify. This is because 'Quiet Quitting' still involves meeting the fundamental KPIs within one's role – employees don't pursue any higher objectives than their job description requires.
Therefore, it stands to reason that Quiet Quitters may be perfectly 'on target', with little to no indication of ill performance.
Combating Quiet Quitting, therefore, requires more comprehensive action to motivate achievement and productivity in your workforce. Put simply – if you want employees to go 'above and beyond', they need to feel like it's worth their time!
How to re-engage Quiet Quitters…
Want to re-engage your company's Quiet Quitters and promote higher productivity levels within your workforce? Here's how you can do it…
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#1 – Find out what demotivates them
Engaging Quiet Quitters means understanding their perspective – why do they feel unwilling to go the extra mile in their roles? Is it to do with their work environment,?targets/goals, salary, or indeed the very nature of their job role?
Survey your workforce?regularly to identify any key engagement challenges they may face. Find out what drives them to succeed in their roles and what holds them back.
If you spot any trends in their feedback, you're probably looking at the very reasons why Quiet Quitters exist within your teams…
Be sure to make these surveys anonymous; otherwise, you'll struggle to gain honest feedback from employees – who may fear reprimand for their opinions.
#2 – Make achievement worth their while
It's important to remember that 'Quiet Quitters' aren't the same as underachievers. Most of the time, these employees will be perfectly on target – they just won't go further than that!
Therefore, you need to make it worth their while to go 'above and beyond' in their roles. Although employees aren't obliged to exceed your expectations, you need to reward and incentivise their efforts!
Look at the?benefits your company offers?its employees in recognition of their achievements. Unfortunately, many employers still miss the mark regarding employee recognition – don't let your business be one of them!
Check out our?employee recognition guide?for some inventive ideas to motivate your workforce…
#3 – Align your EVP with their expectations
Your?Employee Value Proposition (EVP)?is the collection of incentives and benefits your employees receive for their hard work and loyalty. This includes contractual benefits like healthcare and bonus schemes but also incorporates staff socials and flexible working.
This is a core driver of motivation within your workforce and significantly impacts?staff retention?rates. Productivity will likely fall if your EVP falls out of touch with employees' expectations.
EVP/Employee engagement surveys are a great way to build a more responsive benefits package. Survey colleagues regularly to find out which benefits/incentives matter most/least to them – be sure to account for different groups within your workforce, such as salary levels, seniority, department, and location.
Data Scientist
2 年"Quiet quitting" means people are doing their job. The article even says as much: "Quiet Quitters may be perfectly 'on target', with little to no indication of ill performance." No indication of ill performance because there is no ill performance. This is simply capitalist propaganda. You want people to work harder? Pay them for that worth, rather than expecting them to "go the extra mile".