If you’ve noticed drops in employee engagement and productivity, then you’re probably no stranger to the concept of “quiet quitting.”
According to Gallup, quiet quitters make up at least 50 percent of the U.S. workforce, if not more.
The popularity of “quiet quitting” (see: the idea that millions of workers aren’t going above and beyond at work) is only growing—and the numbers back this up. According to Gallup’s State of the American Workplace report, employee engagement dropped during the second quarter of 2022. Today, with only 15 percent of workers actively engaged at work, up to 85 percent could be quietly quitting.
With blue-collar workers representing the face of your organization, you can’t afford to sit back and let your team members do the bare minimum. So, how can you support your workers and boost engagement? Here’s everything you know to combat quiet quitting before it wreaks havoc on your company.
What Is Quiet Quitting?
The concept of “quiet quitting” has exploded across social media. The trend started on TikTok, with a video uploaded by Zaid Khan, a 24-year-old engineer from New York. In the video, Khan describes the concept of quiet quitting: “where you’re not outright quitting your job, but you’re quitting the idea of going above and beyond.”
In other words, quiet quitting isn’t really about quitting.
Instead, it’s a philosophy for doing the bare minimum at work—doing what your job description states and nothing more. Quiet quitting is about quitting anything extra.
Your employees still show up for work, but they only work within the boundaries of their job demands. That means no helping out with additional tasks, working overtime, or going the extra mile for customers. Maybe they’re not ready to hand in their two-week notice just yet, but they’re tired of going above and beyond without any respect or recognition.
“Where did quiet quitting come from?”, you’re thinking. Well, most experts agree that the recent enthusiasm for quiet quitting stems from workers’ attitudes toward post-pandemic work.
Think about it: You’re fighting your way through a tight labor market to find your top picks. Your candidates and current employees probably have multiple job options on the table. They’re also reconsidering what they value from potential employers. If you want to take action against quiet quitting, you need to answer the million-dollar question: How can you cut through the noise and support your employees?
How to Take Action Against Quiet Quitting
You already know that the workforce is changing. To overcome the quiet quitting crisis and become an employer of choice, your organization needs to adapt to the new generation of post-pandemic workers.
Sure, the transformation isn’t going to happen overnight, but it’s a necessary step toward an employee-centric workplace. Here’s how to create a supportive culture that motivates your current employees and future workers to do outstanding work.
1. Create an “Open-Door” Policy
When it comes to engagement, communication is key—and that’s where an open-door policy can be your MVP. Open-door policies help foster healthy communication between leadership and employees. Over time, you’ll open the door for two-way conversations by encouraging workers to speak their minds on issues affecting their work and job satisfaction.
If you’ve been ignoring your communication strategy, it’s time for a fresh start.
Creating an open-door policy can help you cultivate an employee-centric environment based on freedom of expression, mutual respect, and cooperation. But the benefits don’t end there: Regular talks with your workers can help you resolve problems before they lead to quiet quitting.
And remember: Perks and benefits aren’t the only way to boost morale. For many workers, a company culture with the freedom to voice their opinions can be liberating and motivating.
2. Recognize Your Workers’ Achievements
Employee recognition is more important than you might think. In the post-pandemic world, your employees expect recognition and acknowledgment when they go above and beyond—and you need to take steps to meet those expectations.
In fact, 79 percent of employees state that more recognition from management and leadership would lead to higher engagement and job performance. At the same time, 65 percent of North Americans report that they weren’t recognized even once in the last year. What are you doing to recognize your workers’ talents and contributions?
Contrary to popular belief, you don’t have to go all out with vacation packages and PTO to show your employees how much you appreciate their hard work.
Instead, focus on cultivating a supportive company culture that drives your employees forward. Here’s how to start:
- Give employee shout-outs. Your employees love knowing they did a good job, but hearing it from leadership is even better. Public acknowledgment—whether on social media, the office bulletin board, or during company events—can go a long way to inspire and motivate your workers.
- Offer development opportunities. If a hard-working employee wants to take on new responsibilities, why not support their development with mentorships, professional development opportunities, or certification? Chances are, your investment in their career will have long-term benefits for your organization.
- Hand out non-cash rewards. Want to thank workers for putting in a few extra hours on a tight deadline? You don’t always have to provide monetary rewards for hard work. If you’re working with a tight budget, try giving gift cards, company merch, or other universally appreciated gifts.
3. Build an Authentic Employer Brand
Your employer brand is just as important to potential candidates as it is to current employees. Why? It’s simple: Your employees want to work for an organization with solid footing. The more stable they see your company, the more likely they’ll see a future with it.
So, how can you show employees and candidates what you’re all about? It all starts with your employer brand. Your employer branding strategy should highlight why your organization exists, what your purpose is, and your vision for future growth.
After all, any company can say they’ve been around for 20 years. You need to set yourself apart and create a shared sense of purpose with a powerful brand narrative. Your employees want the opportunity to work for a great brand with an amazing reputation, and you need to spark their motivation to show them exactly why you’re worth working for.
Of course, just talking about the future isn’t enough—you also need to show your employees how they’ll play an active role in shaping your company.
Here, leadership and management can make all the difference in employee engagement. Leaders should showcase ongoing initiatives and company projects, while managers should work with employees to create long-term career paths.
4. Don’t Shy Away From Tough Conversations
Let’s face it: Quiet quitting is usually a symptom of poor management, and “quiet firing” isn’t the solution.
You need to create accountability for individual performance, team collaboration, and customer value. And to do that, you need to hold regular performance reviews and encourage tough conversations.
Whether it’s about performance issues, denied promotions, or policy violations, these tough conversations need to happen regularly. It might be tempting to sweep issues under the rug and hope they disappear, but trust us—it’s one of the worst things you can do for your organization. Ignorance can make things even worse, and underlying issues can take a toll on your company culture and employee productivity.
What’s the best way to have tough conversations? First, choose the right time and place. You need to demonstrate empathy and find the right setting for your conversation. And if you’re feeling nervous about it, try reframing your mindset. Think about it this way: You’re not having a negative conversation; you’re just offering constructive feedback to make both of your lives easier.
5. Empower Your Employees With Empathy
Empathy matters in the post-pandemic workplace. If workers don’t believe their leaders have empathy, they’re probably not going to show empathy themselves. If you want to support future candidates and current employees, empathy needs to start from the top.
The good news? You don’t have to rewire your workplace policies to show empathy, but it’s going to take some time to reshape your workplace culture. Start by checking in with your employees regularly. Ask your team how they’re doing, hold conversations with individual workers, and touch base before assigning a new project.
When there’s a major change, keep your employees in the loop.
Try talking to them, holding meetings, or conducting surveys. For example, if you’re considering a new PTO policy, your employees might have concerns about their daily workload—and you can only address those concerns if you’re willing to listen.
Ultimately, empathy should build the foundation of how you engage employees, satisfy clients, and recruit new candidates—and flexibility should be an important part of that process. It’s no secret that flexibility isn’t a reality for all workers, but many want it to be.
According to Gallup, flexible scheduling, health policies, and other empathy-based policies in the post-pandemic work world play a major role in an employee’s decision to take or leave a job. Today’s employees are pushing companies to rethink long-established workplace structures, and you need to show that you’re willing to deviate from the status quo.
Drive Engagement With Supportive Policies
It’s time to stop ignoring your current employees. Their wants and needs are changing, and you need to take a different approach if you want to become an exceptional employer.
To boost engagement, you need a solid recruitment strategy—and that starts with supportive workplace policies.
From authentic employer branding to open dialogues, making small tweaks to your current workplace policy can make the difference between an engaged employee and lost productivity.
Ready to transform your workforce? We’re here to help. Download our internal self-audit and set up a discovery call with our team today to combat quiet quitting.
