How to Onboard #2 Leaders like Integrators or Second in Commands (2iC)March 3, 2023
Why Being an Active Listener During an Interview is as Important as Asking the QuestionsMarch 17, 2023
Not too long ago, business owners were experiencing the impact of The Great Resignation, a time when employees were abandoning their jobs in droves in exchange for new opportunities they felt better suited their lives.
For those still working in a traditional setting, another phenomenon has set in: Quiet Quitting.
What is a Quiet Quitter?
Chances are, you know what a Quiet Quitter is; you just didn’t know there was a term for it. A Quiet Quitter is someone who only meets the minimum requirements for their job and doesn’t go above and beyond. They make no discretionary effort, and usually “phone it in.”
According to a survey from ResumeBuilder.com, 21% of American workers are doing the bare minimum, and 5% say they do less than they’re being paid for.
This isn’t a new problem, however. According to Allyn Bailey of SmartRecruiters, there have always been workers who didn’t perform to their full potential. According to Bailey, “What’s really happening, and what HR executives need to assess, is their employee population really redefining what the psychological contract is between companies and employees.” She goes on to say that employees are no longer accepting the idea that to be successful, you have to always be available and always be “on.” These people reject the idea that their job has to be the focal point for the rest of their life. They deny requests to go above and beyond what they believe someone in their position should have to do.
How Do You Know If Someone Is A Quiet Quitter?
When you’re trying to identify a Quiet Quitter, age seems to be a factor. In the same study by ResumeBuilder.com, those in the middle of their careers, from ages 35-44, are the most likely to be burned out, and therefore Quiet Quitters. It seems adults start strong when they enter the workforce, get burned out, but then can be motivated to work harder as they age.
Forbes identified six signs that someone might be a Quiet Quitter. They are:
- Disengagement on a chronic basis.
- Performance only to the minimum set of performance standards
- Isolation from other members of the team
- Withdrawal from any non-necessary conversations, activities, or tasks
- Attendance at meetings but not speaking up or taking action
- Teammates report a sudden increase in their workload in having to pick up the slack
What Steps Can You Take To Motivate A Quiet Quitter?
To rectify the situation, you may need to look within. According to those surveyed by ResumeBuilder.com, 80% of people guilty of Quiet Quitting say they’re simply burned out. There is good news, though. 90% of those who consider themselves Quiet Quitters say they can be persuaded to work to their full potential!
According to HR Morning, here’s how to stop Quiet Quitting in its tracks.
- Identify who is Quiet Quitting
Keep an eye on the stressful struggles of your younger workers, since they are more likely to get burned out. It’s essential to train your managers on the signs of Quiet Quitting and how they can help their burned-out employees.
- Refocus on Recognition
The more often employees feel they’re being recognized for their work, the less likely they are to experience burnout. When workers feel their work isn’t going unnoticed, they’re more likely to stay engaged.
- Meet today’s needs
Even if your employees work from home, ensure they feel comfortable. Survey your employees to see what will keep them engaged. For some, it may be on-site fitness perks, for others, it may be a hybrid work schedule.
- Connect more often
It turns out employees don’t often quit because of their company; they quit because of their bosses. To avoid this, check in on your workers and discuss their development.
- Offer more career management
While turnover remains high, it’s important to identify what your employees are looking for in a career. It may be growth opportunities, a hybrid work schedule, or something else. Invest in your employees, and they’ll be more likely to stick around.
If you recognize Quiet Quitters in your company and want to avoid hiring them in the future, we can help. VisionSpark’s robust hiring process recruits, vets, hires, and onboards the right person for your open seat. We can help you Hire With Confidence™!