By Andrés Muñoz
Rise and shine(?). You have a cup of coffee and head to work. And all is right with your work world, right? Wrong! Whether in person or remotely, you may have reached a point of no return. You are done with the place, the people, and the tasks, so little by little, you do less and less of your duties to the point where you end up professionally dragging your feet.
This is what is now called “quiet quitting”. It is present in several ways, including reduced effort, decreased engagement, and an overall lack of motivation. That morning coffee is no longer the fuel it used to be; you now just drone on and on and on.
But how do you get there? What kills the bright-eyed and bushy-tailed employee you once were? Let’s look at some causes of quiet quitting and possible solutions companies can consider when facing these situations.
Burnout: When You Have Nothing Left In The Tank
Burnout is a significant contributor to quiet quitting in the workplace. Characterised by physical, emotional, and mental exhaustion, it often disengages employees from their work and responsibilities. A major element during the pandemic, burnout can be caused by various factors, including long hours, high workloads, and lack of support from management. In some cases, employees may quietly quit as a way to cope with burnout and protect their mental health.
What Is The Point Of It All? Little Recognition And Rewards
A 2022 survey indicated that 46% of respondents would leave a company if they felt underappreciated. Employees who feel undervalued or unappreciated may become disengaged and lose their motivation. This translates to lower levels of effort and engagement and, eventually, quiet quitting. A related element is public criticism of employees. Nobody likes to feel humiliated, and companies where this happens, are likely to face quiet quitting at one point or another.
Poor Training and Development
Low quality of training and development can also lead to employees quiet quitting. When they don’t have the resources and support needed to succeed, they can get frustrated and lose motivation. A recent McKinsey study indicates that the top reason employees left their jobs was the lack of career development and advancement opportunities. This can result in a gradual decrease in engagement and, ultimately, quiet quitting.
Culture Fit: This Just Isn’t My Thing
Fitting into the company is a crucial factor in preventing quiet quitting in the workplace. Employees who do not feel like they fit in with their colleagues or the organisational culture may become disengaged and eventually leave.
I experienced this a few years ago with a sales manager at a company I worked at. On paper, he was a perfect fit. However, his demeanour and certain viewpoints caused conflicts with the rest of the team. Had it not been dealt with promptly, this clash could have led to a loss of valuable talent and impacted the company’s productivity and morale.
So what to do? We want to keep our employees happy and motivated; that’s the key. Here are three strategies that companies can adopt to avoid quiet quitting.
Promote A Culture Of Positivity
One of the most critical factors in preventing quiet quitting is a healthy culture. This means creating a supportive and inclusive environment that values employees’ well-being, growth, and development. Personal experience has taught me that open communication is the key. Otherwise, silos of information are generated, and any sense of community and belonging evaporates.
By creating a welcoming and inclusive work environment, employees are more likely to feel valued, supported, and motivated to contribute to the organisation’s success.
We Want You To Grow! Here’s A Chance For You To Do It
Things work when employers offer ongoing training and development programs and opportunities for advancement within the organisation. Employees who feel like they are continuously learning and growing in their careers are more likely to be engaged and motivated.
Furthermore, providing employees with growth opportunities can help prevent boredom and frustration.
Offer Recognition And Rewards
Finally, companies can avoid quiet quitting by offering recognition and rewards to their employees. Recognition and rewards can include formal recognition programs, bonuses, promotions, and informal gestures such as thank-you notes or praise in team meetings. Forbes’s Caroline Castrillon says that employees are more likely to be engaged and motivated when they feel valued and appreciated. But remember, it is best to motivate in public and offer constructive criticism in private.
There you have it, managers. By fostering a positive workplace culture, providing opportunities for growth and development, and offering recognition to employees, companies can prevent quiet quitting and promote a more positive and productive work environment. What stories do you have regarding quiet quitting, and how have you been able to manage them? Let us know in the comments section below!