How to prevent quiet quitting

CRS Trends  »  Human Resources   »   How to prevent quiet quitting

Before we go any further into the text, no, quiet quitting has nothing to do with actually quitting a job. But don’t get your hopes up, there is not much positivity to be taken out from this growing trend.

During our research we found various definitions of quiet quitting, and not a single one of them referred to the obvious thought that comes to mind when reading the word quit. However, everything seemed to point towards quiet quitting being a symptom of some kind of disenchantment with the job at varying levels.

Given the broad scope of elements concerning quiet quitting, it would be naive to suggest a single approach to solve the issue. That is why we wanted to explore what the various sources of this sentiment imply in order to put in place preventive measures.


What is quiet quitting?

According to Linkedin itself, quiet quitting refers to the feeling that employees should not have to go above and beyond to fulfill their jobs, let alone let it rule over their lives.

And we agree. Indeed, your job should not direct your entire life or limit the rest of your personal time in any way. The moment you shut down your computer or leave the office, that should be the end of it. However, there seems to be a bittersweet feeling underneath it all.


What causes quiet quitting?

As most things happening in the last few years, the pandemic has had much ado about everything. Finding a healthy work life balance suddenly became a priority, and if not, it was too hard to ignore. An quiet quitting seems to be exactly about work life balance.

In a sense, it feels like this phenomenon grew as a way to build boundaries between work and personal life, even when the two where happening in the same space. This is precisely why we have come to believe that there is a negative feeling that has pushed people to adopt this approach to their jobs.

Quiet quitting refers to the feeling that employees should not have to go above and beyond to fulfill their jobs, let alone let it rule over their lives.


Then again, we can’t just blame everything that happens these days on the pandemic, and so here are some other reasons why we believe quiet quitting has become an overwhelming reality for so many employees:

  • Burn-out: It seems like the pandemic and the change of dynamics in the workplace has led to major burn-out for employees. The response to such feeling has not always been leaving their jobs, but rather doing the bare minimum with no other intention but to do what they have to do to keep their positions.
  • A lack of care: Other people are not suffering the consequences of burn-out or work stress, but rather found out how little they actually cared about their careers. And so attending meetings, completing their tasks and overall fulfilling their requirements feels more like a necessary evil.


How can companies prevent quiet quitting?

As you can see, we are not discussing how to solve quiet quitting, but rather how to prevent it. What can employers do  or do better to improve an employee’s experience at work? What seems clear to us is that quiet quitting, in all of its shapes and forms, is the result of a lack of engagement. So let’s start there:

  • Talk to employees: And we don’t just mean small talk on the coffee break. Find out what is going on with them, what do they like and dislike in their positions, make them feel appreciated and listened to as you gather their feedback.
  • Realistic workloads: On the topic of feedback, understand what the workload of your employees is and what it implies for them. Is it interferring in their personal lives? Do they struggle to set boundaries?
  • Prioritize mental health: Find ways to encourage employees to look after their mental and physical wellbeing. Either if that is actively putting mental health resources inside the company or creating guidelines to how to manage stress, for example.


Building engagement through sustainability

Creating a better employee experience and building stronger engagement among employees does not have to be boring. In fact, it can be a force for good, not only for the company but for the planet and society. How is that possible you may ask. We’ve got you covered.

In DoGood we have developed a corporate government tool that helps establish ESG impact objectives for employees in regards to the sustainability strategy of the company. Through our technology we are able to activate and track employees’ impact, creating engagement that translates into improved ESG metrics, reputational value and an overall positive impact for the environment and society.

If you want to know more about how we work to create a positive social and environmental impact, click here.