Embracing ‘Quiet Quitting: 3 Essential Factors for Employers to Consider

Embracing ‘Quiet Quitting: 3 Essential Factors for Employers to Consider

In 2022, a viral TikTok video shed light on the phenomenon of “quiet quitting,” resonating with millions of viewers who shared their experiences and thoughts. Quiet quitting refers to employees who only perform the essential tasks of their job and refrain from going the extra mile, often due to various reasons such as an overwhelming workload, low pay, dissatisfaction with work conditions, a lack of career growth, or disinterest in assigned tasks. Although the term is relatively new, experts suggest it has existed for years. The pandemic brought this issue to the forefront as employees began questioning work-life balance and acknowledging the need to earn a living.

To address the challenge of quiet quitting, employers should consider the following three critical aspects:

  1. Understanding Team Dynamics and Environment

Creating a supportive and engaging working environment is crucial to retaining employees. While leaders significantly impact employee commitment levels, a lack of development opportunities is the primary reason (52%) of employees leave an organisation, surpassing factors like leadership (12%) or pay (11%)[1].

To tackle this issue, organisations should prioritise creating opportunities for learning, development, and career advancement. Management must actively support and empower their teams by leveraging tools for decision-making related to retention, promotions, expansion, and employee well-being. For instance, Saindex’s human capital measurement tool, GroupFlow, gathers information from assessments of employees’ well-being, environments, personal development, and vision buy-in to align teams, management, and employees with the company’s vision. This approach fosters effective team building, promotes optimal business performance, and identifies potential obstacles such as quiet quitters and burnt-out individuals. Investing in GroupFlow leads to increased motivation, purposeful communication, and a balanced work environment, contributing to innovation, productivity, and profits while boosting employee morale and growth.

  • Appreciate Employees

Open and honest communication is vital to building trust between managers and their teams. When team members feel that their managers genuinely care about their well-being, they are more likely to be engaged and committed. Fostering positive relationships with direct reports involves active listening, showing genuine interest in their concerns, and following through on promises. Consistency in actions and knowledge of roles helps create safer, more inclusive, and more positive workplaces.

  • Recruit the Right Candidates

Recruiting the right people for the team is essential to reducing turnover and the hidden costs of constant hiring. On average, recruitment costs may reach three to four times a person’s salary, adding significant pressure to budget-strapped SMEs. Companies can use Saindex’s StreetSmart Hiring tool to address recruitment challenges and avoid mismatches. This tool assesses candidates’ Practical Intelligence through open-ended questionnaires that delve into their personal lives, work experiences, and plans. By evaluating candidates’ readiness and overall fit for the role, StreetSmart Hiring helps companies make confident hiring decisions, reducing the likelihood of soft quitting and misfits.

Addressing quiet quitting is crucial for employers to retain their top talent and foster a productive work environment. Companies can tackle this issue effectively by understanding team dynamics and creating an engaging atmosphere with ample growth opportunities. Additionally, showing genuine care for employees and recruiting suitable candidates are crucial steps in building a solid and committed workforce, leading to long-term success for the organisation.

For more information on Saindex, visit www.saindex.com.

[1] Source: https://www.cultureamp.com/blog/biggest-lie-people-quit-bosses