Have you heard of quiet ‘quitting’? It could be the single biggest threat to your organisation.
It’s the new phrase to describe when colleagues do the minimal levels of work to get through the day. Enough effort to avoid a performance plan, but not enough to exceed expectations.
A workforce with even a few quiet quitters will stifle your growth, dullen the culture and can ruin your reputation as an employer of choice.
So, what causes quiet quitting? We asked the recruitment team at Advantage Resourcing about the biggest frustrations they hear from candidates who consider themselves ‘quiet quitters’. And, have some advice on how to negate the issues.
When conversation (particularly over email, teams or slack) is unclear, inconsistent, or non-existent, it always leads to confusion and frustration. Picking up the phone or chatting face-to-face never fails. It makes it so much easier to understand someone else’s POV.
Consider how you communicate – the leaders of the business set the tone.
There’s nothing more frustrating than feeling like you’re not being trusted to do your job.
If you’re a line manager – make sure your team know their responsibilities, goals and KPIs – then step back. Offer support, but don’t stifle.
If you’re feeling micromanaged – use your next 1-2-1 or review to give examples of when you’ve worked well with autonomy and ask for that breathing space.
Lack of recognition
Feeling like their hard work and contributions are not acknowledged can be the biggest driver for ‘quiet quitting’ or actual quitting. From a simple ‘thank you’ to affordable rewards such as team lunches, all can make a real difference.
Talk to your teams and team leaders. What do they think recognition should look like? Find out and take it from there.
Whether it’s pay, promotions, or opportunities and opinion value, unfairly favouring one colleague over the other can lead to resentment and frustration.
Be honest – is there favouritism in your business?
Dig deep to the cause – is it personality, capability or something else? What can be done to negate the issue?
When leaders fail to provide clear direction, support, or resources, it can cause confusion and frustration among colleagues.
Think about ‘Shadow of a leader’ and consider holding 360 reviews with your leadership. Encourage honest feedback and work with the teams on any critique and challenges that arise.
When expectations are unclear or constantly changing, it can be difficult for colleagues to understand what is expected of them, which can lead to frustration.
What’s your business goal for the year? Are these goals and objectives linked to team and individual objectives? Do you update on performance against them?
When colleagues are not provided with the necessary training or resources to perform their jobs effectively, it can lead to frustration and a lack of confidence in their abilities.
Review your L&D and your training provider. Is it fit for purpose? Do your get feedback from across the business? Could you do better?
What do you think? As a business leader retaining your employees is one of the most important goals in order to keep great customer experience, save money and can help in the hiring process too.