“Quiet quitting” has emerged as the latest catchphrase to capture the imagination of workplace commentators. But what’s really behind this phenomenon, and how can small businesses nip it in the bud?
CREDIT: This is an edited version of an article that originally appeared on SME News
Imagine this: an employee still shows up, does their job, but that spark, that extra mile we used to see, has vanished. They’re doing the bare minimum and nothing more. This isn’t a loud, defiant act but a subtle withdrawal from the unspoken contract of going above and beyond. It’s a silent vote against the demand for constant overachievement, reflecting a quest for a healthier work-life balance.
The quiet quitter isn’t necessarily someone shirking their duties; they just stop seeking out extra responsibilities. Their contributions in meetings dwindle, and their enthusiasm for projects cools off. This might not always be obvious, but signs like tardiness, early departures, and a general air of disengagement can give the game away.
Understanding the why
So, why do employees start down this path? It’s not always about rebellion. Sometimes, it’s about survival.
Fair play with pay: If the wages aren’t matching the workload, don’t expect miracles. Offering fair compensation or added perks can help bridge the gap.
Boundaries matter: When work encroaches on personal time or the demands become unreasonable, it’s a red flag for many.
Overload alert: Being the team superhero might sound glamorous, but it’s a surefire route to burnout.
Need for support: A boss from hell story isn’t a badge of honour. Employees thrive under leaders who recognise and reward their efforts.
Flexibility wins: The rigid 9-5 in-office requirement doesn’t cut it anymore. Embracing remote or hybrid models can keep your team engaged.
Combatting quiet quitting
Open dialogue: Start the conversation. Understanding the root causes of disengagement can help turn the tide.
Fair wages: Keep an eye on the market and ensure your pay scales reflect the value your employees bring.
Role clarity: Be transparent about what the job entails from the get-go to avoid mismatched expectations.
Respect boundaries: Encourage a culture where after-hours work is the exception, not the rule.
Recognise efforts: A little appreciation can go a long way in keeping morale high.
Ditch the drudgery: Evaluate if every meeting is necessary or if an email could suffice. Streamline processes to keep your team focused on what truly matters.
At its core, tackling quiet quitting is about proactive engagement. It’s about creating an environment where employees feel valued, heard, and adequately rewarded. As small business owners, it’s crucial to keep the lines of communication open and address issues before they escalate. After all, a happy team is a productive one.
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