“Employees need to feel part of a bigger picture, to have autonomy and control, and to feel psychologically safe – all the things that we know make a good day at work,” she says.įor this reason, Holt emphasises the importance of employers making sure workloads are realistic, that there are appropriate boundaries and that looking after one’s mental health is made a priority. She adds that if employers collaborate with the employee and work to put an effective plan in place, “all parties can benefit”.Įchoing this, Rebecca Holt, clinical psychologist and co-founder and director of Working Mindset, says the key to preventing employees getting in this state is to ensure that people are engaged in their work and that work provides purpose and meaning for people. Others might be bored and looking to take the next step in their career and challenge themselves further.” She says: “For some, regular words of encouragement can go a long way. Highlighting the importance of improving employee experience to prevent such type of disengagement, Knappier suggests that employers speak with all staff to discuss how they could best help them feel valued and appreciated in the workplace. In this way, the type of work disconnect allows individuals to maintain their wages while looking for a better job, or “avoiding the stress of handing in their resignation and finding a new job”, Knappier adds. By dialling down the work effort, employees may feel as though they are deprioritising their jobs and redressing the balance,” she says. They may feel their work-life balance is becoming problematic and that they are experiencing burnout. “ may occur when an employee feels undervalued in the workplace. Employees’ reasons for going down this path can also vary, says Rachael Knappier, director of service at Croner. Quiet quitting can take various shapes and forms, from reduction in productivity, non-attendance at meetings and failure to contribute to team projects, to arriving late and leaving early. “The difference now is that when the pandemic flipped the world of work upside down, it prompted more and more people to question their career and work-life balance choices,” says Cotton.
While the talk of quiet quitting might be exploding now, spurred by social media, Jill Cotton, career trends expert at Glassdoor EMEA, argues that, in reality, the practice is nothing new.Īnd while for years many workers have quietly quit to look for a new job and disconnected because of a lack of career growth, poor pay or an unmanageable workload, she reasons that recent events might have added more reasons for employees to quietly quit.
Why are employees 'quiet quitting’ their jobs? So, recognising quiet quitting, whether it is seen as a serious sign of employee dissatisfaction or simply the concept that work should not take over one's entire life, is now more important than ever.Īs the newly emerged practice continues to gain momentum, People Management consults with industry experts on how HR can prevent employees from resorting to quiet quitting, and how employers can support those who choose to do it. The term has seen its popularity boosted following a TikTok video that went viral last week, and is now a hot topic for discussion among those in the people profession. Widely associated with employee burnout, the idea of ‘quiet quitting’ – where employees become disengaged from work and do the bare minimum of their duties – has recently attracted a flurry of attention.
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