Quiet quitting is a term used to describe when employees start to disconnect from their job and company without explicitly stating their intention to resign. It occurs when motivation, enthusiasm, and dedication slowly decline, resulting in reduced productivity and potential long-lasting effects for both the employee and the organisation.

How to recognize that your employee wants to quietly quit?

Recognizing the signs of quiet quitting is crucial for both HR and team managers to proactively address the underlying issues. Common indicators include:

  • Reduced initiative: Employees who were once proactive may become passive and disinterested in taking on new challenges or projects.
  • Limited interaction: Disengaged employees may withdraw from team discussions, contribute less during meetings, and have limited interaction with colleagues.
  • Deteriorating performance: A decline in the quality and quantity of work output, missed deadlines, and a lack of attention to detail are telltale signs of quiet quitting.
  • Increased absenteeism: Unexplained or frequent absences, especially without any medical or personal reasons, can indicate disengagement and detachment from work.

What triggers quiet quitting?

Quiet quitting can be attributed to several factors. There are many of them but among the most common ones are: 

  • Lack of recognition or feeling undervalued
  • Inadequate career growth opportunities
  • Poor work-life balance
  • Absence of meaningful or challenging work
  • Poor leadership or ineffective management
  • Ineffective communication or lack of feedback
  • Negative work environment or toxic culture

How to prevent quiet quitting?

Preventing or mitigating the effects of quiet quitting requires proactive measures from HR and management. Regular feedback and recognition play a vital role in providing constructive guidance, acknowledging achievements, and appreciating employee contributions, fostering a positive atmosphere. Offering career development opportunities, including training programs and clear paths for advancement, ensures that employees remain motivated and have a sense of purpose. 

 

Encouraging work-life integration involves promoting flexible working arrangements, wellness programs, and prioritizing employee well-being, enabling a healthy balance. Open communication channels, where employee concerns are actively listened to and addressed promptly, help establish a culture of trust and engagement within the organization.

Get help from the right HR system

In the realm of HR, understanding and addressing the phenomenon of quiet quitting is crucial to retain top talent, maintain productivity, and foster a thriving work environment. By recognizing the signs, addressing the root causes, and implementing appropriate strategies, organizations can curb quiet quitting and create a workplace where employees feel valued, motivated, and committed to their roles and the organization as a whole.

The right HR system can help you tremendously with this. At Sloneek, it all starts with the right tools for recruiting and onboarding your new employees. Then you have just about everything you need to motivate and transparently evaluate your people, using the OKR or KPI methodology. Last but not least, Sloneek offers multiple instruments to increase employee engagement