Quiet quitting: how do you address it?

When employees become disengaged, they're more likely to leave jobs in search of better opportunities. But not all departures from the workplace are due to clear-cut signs of dissatisfaction. Often, employees will "quietly quit" before actively communicating their desire to leave. This kind of behavior — what we call "silent quitting" — can be challenging to spot and even more difficult to address. 

In this article, we've discussed what quiet quitting is and how employers can recognize the signs of it early on. We also have enlisted tips on how employers can address the problem before it gets out of hand and leads to the employee leaving the business.

What is Quiet Quitting?

Quiet quitting is when an employee leaves without notice or a formal announcement. This can be a shock to managers and coworkers, who may not have seen the signs that the person was planning. The term 'quiet quitting' has gained popularity on social media as some employees reject the hustle culture and set job boundaries.

A common sentiment behind the trend is that work-life balance is essential. When an employee "quietly quits," apart from resigning from their job, they take a step back from their emotional investment and engagement in work.

Several other recent trends have paved the way for quitting quietly to gain popularity. According to a Gallup study, employee engagement dropped less than 32%. Along with decreasing engagement, the Great Resignation was another precursor to quiet quitting. [Source: Gallup]

If you have too many quiet quitters in your team, it's essential to address the signs of quitting. Because to enhance the workforce retention, addressing the signs of quitting is a key parameter to take care of. But now the question is how do you spot the signs and how do you address them? Let's explore deeper to learn more:

5 Warning Signs of Quiet Quitting

There are usually warning signs when an employee is about to quit their job. If you know what to notice, you can address the issue before it becomes a bigger problem. Here are five warning signs of quiet quitting:

1. The employee starts coming in late or leaving early.
2. The employee stops participating in company events or socializing with coworkers. They also avoid attending meetings.
3. The employee's work quality starts to decline. There is a reduction in productivity.
4. The employee starts taking more sick days or personal days, and there is less contribution to team projects.
5. The employee expresses dissatisfaction with their job or working conditions; there are signs of a lack of passion or enthusiasm.

To address the signs, you can talk to the employee about their behavior and ask if there's anything going on that's causing them stress or making them unhappy at work. If they're reluctant to talk, you may want to consider offering them a severance package or other incentives to stay with the company until you can find a replacement for them. 

With that now let’s check out the fundamental causes that lead to quite quitting.

What are the Key Causes of Quiet Quitting?

If you're a manager, you know that one of the most difficult challenges is addressing an employee who has gone "quiet." This person has suddenly stopped being engaged and participating in company activities. Maybe they're no longer speaking up in meetings or seem checked out when you talk to them.

There could be multiple reasons for this change in behavior, Such as feeling disengaged with their work or not feeling like their voice is being heard or valued. Also, they might be experiencing personal problems outside of work that are affecting their performance. 

Whatever the reason, it's essential to try to find out what's going on so you can address the issue. The first step is to identify the signs of quiet quitting., and assess the key causes. Here we've enlisted the key cause of quiet quitting:

1. Hustle Culture

The term "hustle culture" has become increasingly popular in recent years. A focus on work and productivity characterizes this phenomenon to the point of burnout.

A focus on work and career success, above all else, defines this culture. It's often driven by the belief that if you're not working constantly, you're not doing enough. This can lead to burnout, as people feel they need to work around the clock all the time to succeed.

It can also cause problems in personal relationships, as work always comes first. And it can make it difficult to enjoy life outside of work, as there's always the feeling that you should be doing more. There are diverse factors that have contributed to the rise of hustle culture. 

The 24/7 news cycle and social media make it seem like everyone is working all the time. And with the awakening of the gig economy, more and more people are working freelance or contract jobs, which can lead to longer hours and less stable income. Hustle culture is often portrayed as positive and ambitious. But it can also be damaging and harmful. 

There's nothing wrong with being ambitious and driven. But when work starts to take over life, employees may feel it is time to take a step back and reassess their priorities. 

The employees might be caught up in a hustle culture, which can make them exhausted. When you're constantly running on empty, it's impossible to be productive or creative. 

They may not get time to take care of themselves. If they're skipping meals, neglecting personal hygiene, or not getting enough sleep, it's a sign that they're putting work before their own well-being. Also if they have to sacrifice family time it’s a sign that work is consuming too much of life. And the workforce became unhappy, and they often decided to quit their job in such scenarios. 

2. Lack of Peer Mentoring

One of the most common signs of "quiet quitting" is a lack of peer mentoring. When employees feel like they don't have anyone to turn to for advice or guidance, they may start to disengage from their work.

If you notice that your employees are no longer seeking out mentorship from their peers, it's essential to address the issue head-on. You can do this by creating more opportunities for mentorship within your organization or by connecting employees with mentors outside of their immediate team.

Either way, you must help your employees find the mentorship they need in order to stay engaged and committed to their work.

3. Poor Job Satisfaction

When employees are dissatisfied with their jobs, it can lead to a lot of negative consequences. For example, they may start putting in less effort or looking for other opportunities. This can impact productivity and morale and may even lead to turnover.

There are a few key signs that you can look for to see if your employees are unhappy:

• They're not engaged in their work. If they're constantly daydreaming or doing the bare minimum, it's a sign that they're not invested in their job.
• They're always complaining. If your employees are constantly voicing their grievances, it's a sign that they're unhappy with their work situation.
• They're disengaged from company culture. If they're not participating in company events or socializing with coworkers, it's a sign that they don't feel connected to the organization.

If you notice these signs, it's crucial to address the issue as soon as possible. You can start by talking to the employee to see what's causing their dissatisfaction. Sometimes there may be simple fixes, like providing more training or clarifying expectations. Other times, the problem may be more systemic and require larger changes. In either case, it's important to take action so that the situation doesn't continue to deteriorate.

4. Lack of Opportunities for Growth Trajectory

There can be many reasons why employees may choose to leave their jobs without seeking other opportunities, but a lack of opportunity for growth trajectory is often a key factor. When employees feel like they are stuck in a dead-end job with no opportunity for advancement, they may decide to quit quietly rather than actively seek another position.

If an individual feels that they are not able to progress in their current role within a company, it can lead to feelings of discouragement and a lack of motivation. This can eventually lead to the individual quietly quitting without giving any notice or indication that they are unhappy.

This can be especially true for millennials, who are often looking for ways to continuously improve their skills and grow their careers. If they don't feel like their current job is providing them with the opportunity to do so, they may decide to look elsewhere. 

Additionally, employers should be aware of this trend and ensure they offer employees chances to grow and develop within their company. Otherwise, they risk losing talented workers to the competition.

5. Lack of Appreciation for Their Work

In today's work world, it's not uncommon for employees to feel unappreciated. A study has shown that nearly 60% of employees "likely leave their job if they don't feel appreciated. [Source: Forbes]

In today's workplace, employees are often taken for granted, and their hard work goes unnoticed. This can be a significant contributing factor to why employees quietly quit without giving notice.

Employees feeling unappreciated can lead to low morale and a decrease in motivation. This can cause them to start looking for other opportunities where they feel their contributions will be valued. To retain your best employees, you must show appreciation for their work. 

It could be that they just need some reassurance and appreciation for the job they're doing. A little recognition can go a further toward keeping your employees happy and engaged with their work.

6. Toxic Work Environment

Toxic workplaces can come in many forms, but they all share one common trait: damaging mental and physical health. In such a work environment, employees feel belittled, undervalued, or unsupported. It can be caused by several factors, including workplace bullying, a hostile work environment, or simply a lack of appreciation from management.

In a toxic work environment, employees may feel like they are "walking on eggshells" - always afraid of making a mistake or being reprimanded. This type of environment can lead to high levels of stress and anxiety, which can eventually result in quiet quitting. 

Now that you know the reasons for quiet quitting, let’s check out the approaches to address the issues effectively.

Six ways to Proactively Address Quiet Quitting

Managers play a critical role in addressing quiet quitting. When an employee gives notice, it's usually the manager who is the first to know. This gives managers unique opportunities to address the situation before the employee leaves.

Besides, according to the Harvard Business Review, the least effective managers have a reason three to four times why many people fall in the "quiet quitting" category compared to the most influential leaders. [Source: Harvard Business Review]

These managers had 14% of their direct reports quietly quitting, and only 20% were willing to give extra effort. But those who were rated the highest at balancing results with relationships saw 62% of their direct reports as willing to give extra effort, while only 3% were quietly quitting.[Source: Harvard Business Review]

As a manager, it can be difficult to determine when your employees are not performing up to par. Even worse, it's even more difficult to figure out if they are silently putting in their two weeks' notice. It's a major issue for employers, and it can lead to costly hiring and training expenses. 

Fortunately, there are ways that you can be proactive in addressing this issue before it spirals out of control. Let's explore six effective strategies that managers can use to proactively address quiet quitting and keep their team productive.

1. Understand the Reasons

There are many reasons why employees may choose to quit their job without giving notice or having a conversation with their employer. Some may feel like they have been mistreated or feel undervalued in their position. 

Others may be facing personal issues that make it difficult to continue working. Whatever the reason, employers need to understand why their employees may be choosing to quit without notice.

This can help them take steps to address the issue and improve retention rates within their company. Additionally, it's important to remember that even if an employee has chosen to quit without notice, they should still be treated with respect and allowed to explain their decision.

2. Assess Conflict and Disengagement

When an employee quits without notice or any type of warning, it can be difficult to assess the conflict and disengagement that may have led to their decision. However, there are a few ways to proactively address quiet quitting:

• Talk to your team regularly. Ensure you frequently communicate with your team and check in with them regularly. This will help you to identify any early signs of conflict or disengagement.
• Encourage open communication. Create an environment where employees feel comfortable openly communicating with you and each other. This will help to prevent minor problems from escalating into bigger ones.
• Be aware of changes in behavior. Pay attention to changes in an employee's behavior, such as increased absenteeism or decreased productivity. These could be signs that something is wrong and that the individual is considering quitting.

3. Re-engage and Reconcile

It's not uncommon for employees to quietly resign by disengaging from their work long before they hand in their notice. 

In many cases, there are warning signs that an employee is considering leaving, but they're often overlooked or ignored. As a manager, it's important to be proactive in addressing quiet quitting and trying to re-engage and reconcile with employees who may be at risk of leaving.

Offer support. Sometimes, all an employee needs is a little extra support from their manager. If you think someone on your team is at risk of quitting, support them with resources, talk to them, and make them feel valued.

4. Re-focus on Recognition

When addressing quiet quitting, one of the most important things you can do is refocus on recognition. This means creating opportunities for employees to feel appreciated and recognized for their contributions.

One way to do this is to implement a regular check-in system, whether one-on-ones, team meetings, or some other format. During these check-ins, take the time to ask employees how they're doing and what's going on in their lives outside of work.

In addition, look for opportunities to publicly recognize employees for their accomplishments. This could be something as simple as announcing birthdays or work anniversaries over the intercom, sending out congratulatory emails for big projects, or giving shout-outs during team meetings.

By consciously focusing on recognition, you can create a workplace culture where employees feel valued and appreciated. And when employees feel good about their job, they're more likely to stick around – even during tough times.

5. Invest in Skill Development

When it comes to your workforce, proactively addressing quiet quitting starts with investing in your human capital and developing the skills of your employees. By doing so, you can create a more engaged and productive workforce while also reducing turnover.

There are many ways to invest in your human capital, but one of the most important is to provide opportunities for skill development. This can be done through training programs, educational resources, and mentorship opportunities. 

By investing in your employees' development, you show that you value their contributions and want them to be successful in their roles. Additionally, this investment can pay off in the form of increased productivity and engagement from your workforce.

6. Organize Weekly One-on-Ones

When it comes to addressing quitting, proactivity is key. One way to be proactive is to organize weekly one-on-ones with your team. This regular check-in will give you a chance to identify any early warning signs that someone may be considering quitting. During the one-on-one, take the time to really listen to what the team member has to say. 

Ask probing questions and try to get to the root of any issues they may be having. If you sense that someone is thinking about quitting, have a frank discussion about their goals and see if there's anything you can do to help them stay on board.

Organizing weekly one-on-ones may seem like a lot of work, but it's worth it if it means stopping someone from quitting before they hand in their notice. In addition, these regular check-ins will improve your relationship with your team and make everyone feel more valued.

Conclusion

Quiet quitting can devastate any organization, and it is vital to take proactive steps to address it. Ensuring that you have good management in place, ensuring that any concerns are addressed, that people are able to share their feedback and ensuring expectations are set and measured is where business leaders need to focus their attention.

Focusing on engagement and how to create and maintain an engaged workforce in every area of your employee life cycle is super important and will result in having fewer quiet quitters in your team. Also conduct an exit interview. Exit interviews are a valuable tool for understanding why employees are leaving. They can also provide insights into how the company can improve its retention efforts.

We hope that the tips we shared in this article will help you develop an effective strategy for addressing quiet quitting in your workplace. Implementing some of these ideas can foster a culture of engagement and loyalty among your employees and build a strong foundation for long-term success.