Let’s begin by defining, Quiet Quitting is when employees start losing interest and commitment to work but don’t voice their dissatisfaction or leave their jobs.
Quiet quitting employees continue to fulfill their primary responsibilities, are less willing to engage in particular activities, no more staying late, showing up early or even attending non-mandatory meetings. At first glance, this may seem manageable. After all, these employees aren’t disengaging from their core tasks, they’re just refusing to go beyond them.
Wondering what causes such situations in most organizations? Here are some few reasons
- Lack of work life balance
- Lack of recognition and appreciation
- Limited learning opportunities in tier work
- Reduced autonomy or trust in their role
- Personal issues like stress, mental health issues
Signs of Quiet Quitting
- Constant complaining
- Increased absenteeism or tardiness
- An unwillingness to do extra work that’s outside of their job description
- Regularly missing deadlines
- Isolation
- Minimal interaction with colleagues
- Withdrawal from team activities or social interactions
- Disengagement during meetings or discussions
Strategies to prevent Quiet Quitting include:
- Promote work life balance
- Engage and support employees
- Offer attractive employee benefits
- Enhance professional growth
- Reassess work responsibilities
- Offer fair compensation
By understanding the signs, causes, and impacts of silent quitters, employers can take proactive steps to prevent disengagement and foster a positive work environment that ultimately helps you maximize your workforce and business output.
