Quiet Quitting: understand and act to keep your teams engaged

The “Quiet Quitting” or Silent resignation is a term that has exploded in popularity, especially on platforms like TikTok in 2022. This phenomenon describes employees who limit themselves to performing the minimum tasks required by their contract, without trying to go beyond them. This represents a form of discreet disengagement from work, often due to a feeling of dissatisfaction or lack of recognition.

Quiet quitting is far from being trivial. Studies indicate that up to 59% workers around the world could be categorized as such. This situation presents a major challenge for businesses, which need to identify the root causes of this disengagement and develop effective strategies to maintaining the commitment of their teams, thus ensuring a positive and productive work environment.

Here we will look at what quiet quitting involves, how to identify it, and, fundamentally, how organizations can intervene to prevent and manage it, with a focus on maintaining the mental health and well-being of employees.

Identifying and Understanding Quiet Quitting

Definition of Quiet Quitting

The Quiet Quitting, also called “silent quitting” or “soft quitting”, refers to the situation where employees content themselves to perform only the essential tasks defined by their contract, without going beyond their obligations. This attitude differs from a traditional resignation since these employees remain within the company, but without putting additional effort or time into their work. They often justify this approach as a way to maintain a balance between professional and personal life, refusing to succumb to the culture of overwork and excessive commitment.

These Quiet Quitters do not necessarily hate their jobs, but choose not to let it encroach on their entire lives.

Signs and symptoms

Spotting the signs of quiet quitting is essential for employers and human resources professionals. Common symptoms include:

• Insulation: The individuals concerned tend to limit their interactions with colleagues to what is strictly necessary, staying away from meetings and team projects.
• Productivity reduction: They take longer to complete tasks and may miss deadlines, impacting team productivity.
• Disengagement: Quiet quitters distance themselves from extra-professional activities and show no enthusiasm or passion for their work.
• They avoid talking about their career ambitions with their superiors and taking initiatives.
• Absenteeism and delays: An increase in absences, delays, and unusual sick leave may also indicate quiet quitting.

Common causes

Several factors can lead to quiet quitting, affecting employee satisfaction and engagement. The most common causes include:

• Lack of recognition: Feeling undervalued or not having your contributions recognized can lead to gradual disengagement.
• Pay issues: Wages that do not match market expectations or wage inequality can lead to discontent.
• Poor work-life balance: Heavy workloads and long hours can lead to burnout and a loss of interest in work.
• Lack of career opportunities: The lack of career opportunities can push employees to disengage and look elsewhere.
• Toxic work culture: An environment marked by micromanagement, favoritism, or lack of support can encourage quiet quitting.

Strategies for Managing and Preventing Quiet Quitting

Improving Communication

One open and effective communication is essential for preventing and managing quiet quitting. It's important to create an environment where employees feel comfortable voicing their concerns and needs without fear of repercussions.

Here are some strategies for improving communication:

• Open lines of communication: Ensure that communication channels between employees and management are always open, free, and safe. Encourage employees to communicate honestly and take steps to ensure their concerns are heard and addressed.
• Regular meetings: Organize regular meetings, such as team meetings or town halls, to share updates and discuss business goals. This helps employees understand how their work contributes to the organization's overall goals.
• Surveys and feedback: Use employee engagement surveys to identify signs of early disengagement.

Be aware that disengaged employees may be less likely to participate in these surveys, which may bias the results.

Strengthening Commitment

The strengthening employee engagement is a key strategy for preventing quiet quitting. Here are a few ways to do this:

• Recognition and awards: Recognizing and rewarding employee accomplishments is critical. This could include monetary rewards, promotions, or just regular verbal recognition. Employee recognition programs can increase engagement, productivity, and performance by 14% according to Deloitte.
• Development opportunities: Offering training and development programs can help employees improve their skills and find new meaning in their work. This may include online courses, college credits, or conferences.
• Work-life balance: Encourage and respect the boundaries between professional and personal life. Ensure that employees can disconnect from work and enjoy their personal time without being solicited outside of work hours.

Adapting Corporate Culture

THEadaptation of corporate culture is essential for creating a positive and engaging work environment. Here are some strategies to consider:

• People-oriented culture: Adopt a mission and a vision that puts people at the center. Ensure that each employee understands how their role contributes to the organization's overall goals. This can be achieved through regular internal communications and corporate meetings.
• Effective leadership: Leaders play an important role in creating a positive work culture. Invest in the development of leadership skills, especially in remote or hybrid work environments. Make sure managers are trained to help employees reduce stress and burnout.
• Respect for limits: Avoid overburdening employees with unrealistic expectations. Respect their boundaries and encourage them to disconnect from work outside of work hours. This helps to prevent burnout and to maintain a high level of productivity and motivation.

Case Studies and Testimonies

Successful Examples of Quiet Quitting Prevention

Many businesses have adopted proactive strategies to prevent the Quiet Quitting, with notable results. Here are examples that inspire:

• Improving corporate culture: Reevaluating corporate culture to make it more inclusive and respectful has shown positive results. A notable case is that of a company that has introduced a flexible work policy, offering the possibility of choosing schedules and working remotely. This has greatly improved the work-life balance of employees, reducing the cases of quiet quitting.
• Training and development of managers: Targeted training for managers, in order to make them more empathetic and competent in managing their teams, has also proven its effectiveness. Gallup points out that managers who are trained to engage in meaningful conversations with their employees can dramatically reduce disengagement and burnout.
• Recognition and awards: Establishing recognition and reward programs boosts employee engagement. Public recognition of efforts and rewards for exceptional performance are powerful levers for increasing job satisfaction.

Lessons Learned and Best Practices

The above initiatives teach us several best practices to combat quiet quitting:

• Open and transparent communication: Essential to the well-being of employees, it allows them to freely express their concerns and needs. Regular meetings and anonymous feedback channels are valuable tools in this area.
• Respect for limits: It is essential to encourage employees to establish and maintain clear boundaries between work and personal life, including clear guidelines on working hours and the use of email outside of work.
• Growth and development opportunities: Providing training and career advancement opportunities keeps employees engaged and motivated. This can take the form of mentoring programs and online courses, among others.
• Culture of trust and respect: Creating a corporate culture based on trust, honesty and mutual respect is fundamental. Employees should feel valued and supported.

By implementing these lessons and best practices, businesses can create a more positive and engaging workplace, reducing quiet quitting and promoting the mental well-being and job satisfaction of their employees.

To remember

In conclusion, the Quiet Quitting represents a complex phenomenon, testifying to significant changes in the way in which workers perceive their jobs and their life balance. In order to effectively prevent and manage this phenomenon, it is essential to adopt strategies that encourage a healthy balance between work and personal life.

These strategies include improving communication, strengthening theemployee engagement, and adapting corporate culture to honor personal boundaries while promoting transparency and clear direction. It is vital for businesses to cultivate a work environment where employees feel valued, recognized, and supported. Initiatives such as recognizing contributions, offering professional development opportunities, and implementing regular feedback play a key role in maintaining employee engagement and motivation.

In short, tackle the Quiet Quitting is not only about productivity, but also about the well-being and mental health of employees. By implementing these strategies, businesses can not only counter quiet quitting, but also create a positive and stimulating work environment that is beneficial for everyone.

FAQS

How do you practice quiet quitting?

For Practicing quiet quitting, it is essential to:

• Respecting boundaries : Stick strictly to your job description without working beyond scheduled hours.
• Manage workload : Prioritize critical tasks and employ time management tools to balance professional and personal life.
• Communicate effectively : Be assertive in expressing your needs and limits to your managers and colleagues.
• Practicing self-care : Invest in stress-reducing activities, such as exercise, meditation, and hobbies.
• Creating a healthy work environment : Foster a culture of open communication and ensure that employees feel valued and supported.

What is “silent resignation” at work?

La Silent resignation, or Quiet Quitting, is a behavior where the employee simply fulfills the minimum tasks required, without investing beyond his contractual obligations. This phenomenon reflects a significant disengagement and lack of motivation, characterized by a refusal to take initiatives or to accept additional responsibilities, leading to demobilization without formal resignation.

Why are they resigning for 12 silent reasons?

Employees are opting for the Silent resignation for a variety of reasons including:

• Overwork
• The lack of balance between professional and personal life
• Insufficient salary
• A perception of unfairness in promotions or rewards
• Excessive control by management
• The lack of training opportunities
• Manipulative attitudes on the part of employers
• A feeling of dissatisfaction with the employer's behavior
• A lack of recognition
• An imbalance between the efforts made and the rewards received

How do you resign silently?

For Achieve a silent resignation, or Quiet Quitting, an employee must:

• Limit your activities to the strict minimum required by your position.
• Refuse overtime, additional responsibilities, and requests outside of work hours.
• Decrease your participation in extra initiatives, reduce social interactions, and avoid projects that are outside of your job description.

This approach is often motivated by professional disengagement, a loss of motivation, or the desire to maintain one's mental health.