• 6 June 2024
• Aggie at pirkx
• 3 minutes read

What is Quiet Quitting

According to recent research by Towergate Health and Protection, quiet quitting (35%) and staff turnover (34%) have been revealed to be the biggest employee health and wellbeing issues this (EmployeeBenefits: 2024). The term ‘quiet quitting’ may have you scratching your head, but this contemporary phenomenon is actually an increasingly prevalent issue for employee wellbeing.

 "Quiet quitting" is a term used to describe when employees perform only the bare minimum required in their job roles, strictly adhering to their job descriptions without going above and beyond any assigned duties. The concept highlights a disengagement from the workplace, where employees avoid extra tasks, overtime, or any activities outside their core responsibilities.

Reasons for Quiet Quitting:

1. Burnout: Overworked employees may resort to quiet quitting as a coping mechanism.
2. Lack of Recognition: When extra efforts are not recognised or rewarded, employees might feel demotivated.
3. Work-Life Balance: Employees seeking to maintain a better work-life balance may consciously choose to limit their work to designated hours.
4. Disengagement: A lack of engagement with the job or company culture can lead to minimal effort in job performance.
5. Inadequate Compensation: Employees who feel they are not fairly compensated may reduce their effort to match their perceived value of pay.

Implications for Employers:

1. Reduced Productivity: A workforce that only does the minimum can lead to decreased overall productivity.
2. Low Morale: The presence of quiet quitters can affect the morale of more engaged employees.
3. Turnover: If quiet quitting is a sign of broader dissatisfaction, it could precede higher employee turnover rates.
4. Culture Impact: It can impact the organizational culture, fostering an environment where going the extra mile is not encouraged.

Addressing Quiet Quitting:

1. Improving Engagement: Employers can work on increasing employee engagement through meaningful work, recognition, and professional development opportunities.
2. Fair Compensation: Ensuring employees feel they are fairly compensated for their work can mitigate quiet quitting.
3. Work-Life Balance: Encouraging a healthy work-life balance can help employees feel more satisfied and less burnt out.
4. Open Communication: Creating an environment where employees feel heard and valued can address underlying issues leading to quiet quitting.

Understanding and addressing the root causes of quiet quitting can help organisations maintain a motivated and productive workforce.

• Aggie
• Marketing