How Both Managers And Workers Can Combat ‘Quiet Quitting
Kelly, J. (2022, August 22). How Both Managers And Workers Can Combat ‘Quiet Quitting.’ Forbes. https://www.forbes.com/sites/jackkelly/2022/08/22/how-both-managers-and-workers-can-combat-quiet-quitting/?sh=2865d47f466d
Following the Great Resignation, there is now the trend of “quiet quitting,” which means employees are not leaving their jobs, but they are mentally checking out.
It’s a visceral response to two years of dealing with the pandemic and being worried about climate change, rampant inflation, a possible recession, growing hostilities between the United States and China and Russia that could escalate into a world war and the toxic political bickering.
People are tired of dead-end jobs, low wages that can’t keep up with inflation, feeling unappreciated at work and resentful over being required to put in more hours and take on additional tasks that were not in the job description. It’s a feeling that life is too short to waste killing yourself slowly by all the stress and aggravation.
Some of the quiet quitters are unhappy, but given the current climate, are afraid to leave. The prevailing sentiment is that it’s safer to remain to continue earning a paycheck, take a wait-and-see approach and bide your time until things turn around for the better.
Instead Of Quiet Quitting, Here’s What You Can Do
It is understandable that you feel taken advantage of and not treated fairly at work. In light of everything people have endured over the last few years, it’s reasonable to want to take time to decompress and practice self-care.
However, there has to be a time limit. The longer you drag out the day, the worse you’ll feel. At some point, you have to find a way to earn a living and take some enjoyment in your work.
If your mental health is declining and you feel burned out, speak with your manager. Let them know how you feel. Discuss why you are feeling disengaged and alienated. Offer instances that buttress your feelings.
Together, try to come up with solutions. It could be switching to a remote work option, four-day workweek, flexibility to come into the office when and where you want, becoming a digital nomad, relocating to another location for the same salary and job crafting your position to derive more engagement and meaning.
You Will Only Be Able To Coast Until The Job Market Declines
You can get away with quiet quitting in a hot job market. Managers will put up with it, as they know it will be exceedingly hard to find a replacement. It could take months and the incumbent will likely ask for more money than the person who left was earning. There is no guarantee that the new person won’t also start coasting in the role.
As Federal Reserve Chair Jerome Powell is planning to crush the economy to whip inflation, massive job losses are part of the program. Management consulting firm PwC conducted a survey that found half of the respondents in the U.S. reported that they’re planning to cut headcount.
As the economy contracts and unemployment rises, the quiet quitters need to worry about the safety of their jobs. While you may think your boss is oblivious, they know the game everyone’s playing. The folks who were blatantly coasting in their jobs will be at risk for downsizing. You might want to start searching for recruiters to look out for you.
Here’s What Companies And Managers Can Do To Help Matters
Help people feel happier about what they are doing. Congratulate a person on their achievements. Publicly show appreciation to workers who went above and beyond. This will make the recipients beam with pride. It will have a positive ripple effect within the company as well.
Leadership needs to find ways to get the quiet quitters engaged. Being actively engaged at work is required in order to help both the individual and business succeed. If a person loves what they do for a living and finds meaning and purpose in their role, the employee will thrive.
Here are some suggestions:
Discuss the best way for a person to achieve a better work-life balance.
Help your team effectively deal with and overcome mental health and emotional well-being issues.
Seek out a path toward career advancement within the organization.
Recalibrate the workload, so it’s not overwhelming.
In light of inflation and higher costs, offer an increase in compensation.
Improve time-off policies.
Ask what management should do to make your work life better.
Inquire about what it will take for you to stay with the firm.
Provide Psychological Safety And Coaching
Offer psychological safety, which is a practice of making it acceptable to fail. This management style makes a worker feel emboldened to take risks, since they’ll know if it doesn’t work out as hoped, they won’t get reprimanded.
If a worker feels stuck, it may be the reason they’re quiet quitting. To combat this problem, management could provide uplifting career services, such as mentoring or coaching. The company could also pay for upskilling, teach employees new tech skills and train them to get to the next level.
Trust The People You Hire And Make Their Lives Better
Hire smart, motivated people and let them do their thing. Provide them with the autonomy to work anyway they want. Rather than being chained to a desk, a person may flourish working remotely. Some people do their best work early in the morning and others are night owls.
Managers should cast aside their own preconceived notions about how, where and when to work, and ensure that their team follows the flow of what’s best for them. Forget about the pre-pandemic importance of face time and place a premium on productivity and output. The focus on tasks rather than hours means that any employee can organize their work hours and workplace in the way that supports them in delivering their best work.
How Are You Doing?
Working at home, people may feel isolated. They may be worried about being perceived as a second-class citizen and forgotten, as leaders don’t interact with them in-person anymore. The remote worker is likely concerned about not receiving a promotion, raise or bonus, as they are out of sight and out of the minds of supervisors.
Managers must remain in regular contact with their staff, especially if they are working remotely. Empathetically understand that people have been putting in longer days and weekends at home. Work takes over their lives. Stay vigilant for any signs of burnout, depression or other mental health issues.
Establish routine one-on-one interactions with people. Politely ask how they are doing and if they need help. Actively listen to their concerns and swiftly address them. Encourage team spirit and a collaborative environment to keep people connected with one another.
The Stay Interview
The “stay” interview is similar to an exit interview conducted by human resources when a person tenders their resignation and HR desires to probe why they want to quit. The difference is that the “stay” discussion is proactive and not reactive.
The format is a brief, informal and casual conversation. The manager could start the conversation by sharing the great things the employee has accomplished at the company. Tell the employee that you are proud of them. Let the worker know about what you have in mind for their progression within the firm.
The manager should frame the conversation as the employee is wonderful and the company wants to retain and make them happy.
