And What Leadership Should Do About It

If you’ve recently been on any social media platform, taken a glimpse at business articles, or turned on the news, you’ve likely heard the phrase “quiet quitting.” Since becoming a popular hashtag on TikTok in early July (#quietquitting), it has become a hot button topic among employees and executives, alike. But what exactly does it mean, especially for leaders? And is it a fleeting social media trend or something more long-term … and dangerous?

 

What is quiet quitting?

Debate has ensued about what quiet quitting actually means. Ultimately, quiet quitting seems to be a rebranding of sorts of the “coasting” mentality, with deep roots in both the pandemic and Great Resignation of 2021. Essentially, employees show up for work and, depending on who you ask, do the ‘bare minimum’ or do ‘what they are supposed to do’ to continue to get a paycheck. As always, there are two sides of the argument as to why this is happening (with the truth generally found somewhere in between). 

Opponents (generally top executives at companies and organizations) claim the quiet quitting mentality is based on disloyalty and laziness. They argue that being recognized and celebrated (even just on social media) for not doing your best work or putting in the required effort is shameful and contrary to the tenets of a strong work ethic. To them, this “quitting” represents a decline in overall workforce principles—bragging about not completing work with a smile on their face and a paycheck in their hand.

Proponents (generally employees) argue that it refers to workers who are no longer taking on the extra responsibilities demanded of them without fair compensation. They note it’s shutting down their laptops at 5:00 pm and not 10:00 pm, not accepting work calls after hours, and declining to commit to extra hours and work projects that do not come with overtime pay. They are tired of the hustle culture mentality of the generations that preceded them in those office chairs coupled with the extra demands created by the pandemic, remote work, and record resignations. And while the word “quitting” has a negative connotation, they assert they aren’t quitting at all.

Whichever side you fall on, the result is the same for the organization—decreased morale, productivity, and profitability. Quiet quitting negatively impacts other employees who are forced to pick up even more slack. Additionally, the company’s productivity declines overall, at a time when organizations have already seen a drastic slide resulting from remote work, followed quickly by mass resignations. In fact, companies have lost over $7 trillion as a result of decreased productivity over the past several years globally, according to Gallup’s State of the Global Workplace report.

 

What are the signs this is happening in your company?

As the name partially suggests, you may not know this is happening because it is, in fact, a “quiet” movement. Employees are still doing their assigned jobs according to their job description but nothing more. These employees continue to put in their required work hours with a smile because the goal, to them, is not to get fired, but to stop doing extra work. 

For leaders then, it’s looking for someone who no longer seems engaged with co-workers, managers, or their work. Perhaps they used to be inspired and motivated and now are just going through the motions. It may be someone who used to go that extra mile without being asked and now declines even the most basic of requests.

 

How do you fix it?

As always, communication between management and employees is the key to an effective work environment. Leaders should be sure to address communication at every level, including their managers and supervisors. If an employee is feeling stressed, overworked, disengaged, and ignored by management, then there has been a breakdown in communication somewhere along the chain of command. Leaders should take a step back to look more holistically at what is going on within the organization. 

If you suspect that quiet quitting is occurring in your workplace, consider taking the following steps:

1. Have one-on-one conversations. These should occur with each employee to discuss how they currently view their job position and responsibilities. It is vital as a leader to go into these meetings with an open mind and to leave all “I’ll see what I can do” phrases at the door. Empty promises will only result in pushing any frustrated employees further away.   
2. Take inventory of managerial practices and policies. Are the managers constantly setting unrealistic expectations for the employees? Are they delegating more than they should? Are they, even subconsciously, encouraging an atmosphere of burnout by favoring those who are doing far too much and dismissing those who aren’t?
3. Retrain managers and supervisors. When management better understands what demands are acceptable and when they may be pushing too far, especially in light of the economic climate, true progress can be made. 

Whether your company is experiencing quiet quitting or not, take this newest challenge as a valued opportunity to re-engage with your employees. Communicating effectively creates a clear understanding of the roles and responsibilities expected of all employees at every level within the company. Emphasize that management should be checking in with each employee, without bias or assumptions, to ask how the employee feels about their current role within the company. Maybe the underlying issue is that the employee is not feeling challenged in their role. If so, speak to them about a shift in position or responsibilities. If the problem is the employee does not feel like they are a value to the company, then work with them to address those concerns accordingly. And if the issue is that they just don’t want to work, it may be time to reevaluate the relationship.

Through every challenge, leaders must remember that employees who feel cared about will likely want to be more invested with the company and, in turn, willingly put in the work needed to see success. The end result will be a stronger and more financially viable company with dedicated employees who will be happy to go the extra mile. 

At The Win Woman, we focus on funding opportunities for nonprofits and Corporate Social Responsibility for organizations of all sizes. We work with boards and C-Suite executives to help develop the right solutions for their specific situation in their specific industry. For more information, please contact us at hello@thewinwoman.com.

Until next time, keep Building Your BADASSERY.