Quiet quitting may be a trendy new name for worker dissatisfaction, but it has been around for years. According to Gallup's 2023 State of the Global Workplace, 59% of the global workforce are quiet quitters. Although it may be a trendy name, it is a phenomenon that affects the workforce.
As an HR practitioner, it's always important to know how to address employee dissatisfaction before it's too late. The big question is, how can quiet quitting be addressed? What are the signs to look out for? Can employee disengagement be avoided? If so, how?
What is Quiet Quitting?
Before anything, let's talk about what quiet quitting is. This is a term that refers to employees who feel disengaged from their roles for an unknown period of time before they finally decide to leave. Other terms for it include soft quitting, silent quitting, silent resignation, and quiet resignation.
The name of the trend refers to employees who show a gradual disinvestment in their work tasks. They also tend to have less communication with their supervisors and colleagues, plus a lack of enthusiasm for their job.
Employees who typically experience quiet quitting are showing a silent protest from their organisation or role. This usually happens when they feel undervalued, overworked, or disconnected. They may be dissatisfied with the present work conditions, experience a lack of growth opportunities, recognition, or other personal reasons. Instead of communicating with their supervisors about what they feel towards the company, they choose to disengage and silently look for a job.
A study took at employees who related to the trend and revealed:
- 40% of employees defined the trend as taking on work tasks within their job description.
- 24% defined the trend as setting firmer boundaries at work.
- 23% said it's a way to get fired instead of quitting.
- 10% said there was a decline in work before resigning.
HR professionals say quiet resignation contributes to a work culture lacking in motivation and communication. It also adheres to company standards and camaraderie among peers. Quiet quitting tends to increase office gossip and drama, as viewed by 33% of HR practitioners.
Once quiet quitting is not addressed, it can lead to decreased productivity, an increase in turnover rates, and earn the organisation a negative reputation.
Recognising the Signs of Employee Disengagement
HR practitioners need to know how to recognise the signs of silent quitting so they can address potential issues before they worsen. Those in the field of HR tend to be exposed to quiet quitters regularly. 42% even say that it's a significant problem in their workplace.
The signs you should look out for include the following:
- Constantly complaining
- Unwillingness to do extra work outside their job description
- Regularly missing deadlines
- Isolation
- Minimal interaction with colleagues
There are also other signs to look out for, including:
- Increased absenteeism/tardiness
- Withdrawal from social interactions/team activities
- Disengagement during discussions or meetings
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How to Address Quiet Quitting Before It's Too Late
Fortunately, there are ways you can stop quiet quitters in their tracks. The main thing is to get them motivated in their work once again. As a HR practitioner, here are some of the things you can do to address the trend:
Conduct Regular Check-Ins
Encourage supervisors and managers to have one-on-one meetings with their team members. This allows them to discuss their career goals, workloads, and any other concerns they may have.
Regular check-ins allow you to be proactive and address the root cause of issues. This will allow you to improve your communication channels, address issues at work, and foster a more inclusive work culture.
Provide Opportunities for Work-Life Balance
Disengaged employees produce the "bare minimum" quality of work before they leave their jobs. Although this can be a cause of concern for HR practitioners, it can also be an employee's attempt to get a work-life balance.
Offer Fair Compensation
Another strategy you can use to keep employees motivated is to offer them financial incentives, like bonuses and raises. You can also look into your options for workplace wellness programs that you can include so you can prioritise your employees' economic, mental, and physical well-being.
Monitor Employee Morale
Conduct regular employee surveys or feedback to get insights on employee satisfaction and engagement levels. You can use this to take action to address any concerns that they may have.
How Mentoring Helps Address Quiet Quitting
Quiet quitting often arises from employees feeling disengaged, undervalued, or lacking opportunities for growth. Implementing a mentoring program can effectively address these issues in several impactful ways:
1. Career Development and Growth
Mentoring provides essential guidance and feedback, enabling employees to recognise their strengths and identify potential career paths within the organisation. This support can reignite motivation in those who may feel stagnant in their roles.
2. Building Stronger Relationships
The mentor-mentee relationship fosters personal connections that create a sense of belonging and support. When employees feel valued and heard by someone within the organisation, it can significantly enhance morale and loyalty.
3. Clarifying Expectations
Quiet quitting often stems from uncertainty about job expectations. Mentors play a crucial role in helping mentees understand their roles, responsibilities, and how they contribute to the company's broader objectives, thereby alleviating feelings of confusion or frustration.
RELATED: 6 Proven Ways to Improve Employee Connections at Work
4. Promoting Work-Life Balance
Mentors can offer valuable advice on managing workloads, setting boundaries, and achieving a healthier work-life balance. By addressing these aspects, organisations can help prevent burnout—a significant factor contributing to quiet quitting.
5. Leadership Development
Employees who are paired with effective mentors often gain confidence in their abilities and feel inspired to take on new challenges. This investment in personal development fosters greater engagement and commitment to the organisation.
By establishing structured mentorship programs, companies can cultivate an environment where employees feel supported, engaged, and motivated to contribute fully, thereby reducing the likelihood of quiet quitting.
Where Brancher Steps In
Brancher is a mentoring software that helps organisations create and maintain effective mentoring programs. Through our platform, you have the necessary tools you need to run your mentoring programs. We are the only platform that matches mentors and mentees through their values, personality and more. We also provide a dashboard that supports program administrators in monitoring the success of the mentorship program.
Give us a call today to learn more about our tools in action.