Quiet quitting is a phenomenon that can manifest in the workplace when leaders fail to take the time to understand their team members. It’s a type of resignation, but one that often goes unrecognized and unchecked, leading to an unhappy work environment and decreased productivity. In this article, we’ll explore what quiet quitting is, how it started, and how leaders can recognize and prevent it from happening. We’ll also share some golden nuggets of advice for leaders who are looking for ways to create a more positive work culture.
What is Quiet Quitting?
Quiet quitting is a type of resignation that occurs when an employee intentionally underproduces due to a lack of enthusiasm for their job. This may happen for a number of reasons, including feeling undervalued or unappreciated, lack of job satisfaction, or lack of communication from leadership. Quiet quitting can be hard to recognize at first because the employee slowly fades away from their job responsibilities, eventually leaving the organization or slipping by day to day in a state of underperformance.
How the Phenomenon of Quiet Quitting Started
The concept of quiet quitting was first introduced by organizational psychologist Emma Seppälä in her book The Happiness Track. According to Seppälä, quiet quitting occurs when employees choose not to communicate their feelings about the workplace with their superiors or colleagues. Instead, they simply start doing less work until they eventually leave completely without making a fuss. Sometimes they do not provide notice. This differs from regular quitting where an employee maintains performance and typically informs their employer and other team members within a reasonable amount of time before officially leaving the company. Quiet quitters are often fired due to non-performance.
Why is it Important for Leaders to Recognize and Prevent Quiet Quitting?
It’s important for leaders to recognize and prevent quiet quitting because it can have a negative impact on the team’s productivity, morale, and ultimately the company’s bottom line. If left unchecked, quiet quitting can spread across the team or department and create a toxic work environment. It can also lead to high turnover rates if employees feel undervalued or unappreciated.
When quiet quitting occurs, it can have negative effects on the entire organization. Not only are resources wasted, but morale also suffers since current staff might become aware that someone is not pulling their own weight – leading them to feel stressed and undervalued. Thus, it’s important for leaders to recognize these behaviors so preventative measures can be taken and future occurrences minimized as much as possible.
Recognizing Quiet Quitting Behaviors
There are certain signs that leaders can look out for when trying to identify quiet quitters on their teams.
1) Decreased motivation levels
2) Difficulty focusing in meetings and conversations with coworkers
3) Lower quality output than usual in terms of work produced or fewer hours invested into projects than usual
4) Decrease in engagement with tasks assigned.
Taking Preventative Measures and Retaining Employees Who are About to Quiet Quit
Quiet quitting can be eradicated through active connection with your employees. This includes:
- Regular check-ins
- Confidential/Anonymous job satisfaction surveys
- Action plans based on employee data collection
- Career growth initiatives
The net net of this is, if you invest in your employees, they will invest in you.
Empathy as a Retention Tool
As a leader, it’s essential that you cultivate empathy among your team members so they feel valued and appreciated no matter what role they play within your organization.
1) Ensure everyone has access to clear goals/objectives and open pathways for communication
2) Assure performance metrics and expectations are clear
3) Give everyone enough room needed express concerns openly while still respecting each other’s respective roles within the organization
4) Develop effective feedback loops to help foster empathetic relationships between coworkers
5) Show appreciation whenever possible (even small gestures like saying “thank you” go a long way here)
Positive work cultures minimize the risk of having key team members quietly exit without warning. If you need help executing measures that help with quiet quitting, reach out to us for a complimentary consultation.
Read More About This Topic
Here are some backlinks that will support this article:
- “The Happiness Track” by Emma Seppälä: https://www.amazon.com/Happiness-Track-Science-Accelerate-Success/dp/0062344006
- “Recognizing and Preventing Quiet Quitting” by Forbes: https://www.forbes.com/sites/forbescoachescouncil/2021/06/14/recognizing-and-preventing-quiet-quitting/?sh=3d4a4b0c7f19
- “How to Recognize and Prevent Quiet Quitting in the Workplace” by The Balance Careers: https://www.thebalancecareers.com/how-to-recognize-and-prevent-quiet-quitting-in-the-workplace-4161819
- “Why Leaders Need Empathy More Than Ever” by Harvard Business Review: https://hbr.org/2020/04/why-leaders-need-empathy-more-than-ever