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Have you ever had that one employee who doesn’t seem to be pulling their weight? Maybe they’re constantly working below their potential and not putting in the extra effort to make the team successful. Are your employees working beyond the stipulated work hours? Or have they become victims of hustle culture? Or are their effort just the bare minimum? Whatever the reason, it’s essential for leaders to know about the quiet quitting trend.
What is “quiet quitting”? Needless to say, this trend can have many negative consequences for both employees and the company as a whole. At worst, it can create a sense of burnout and dissatisfaction among the workforce. Managers need to be aware of the latest buzz phrase to take appropriate action to help their employees stay healthy and not to overwork them.
Table of contents
- A new term, ‘Quiet Quitting’ trends – All you need to know about it.
- What is “quiet quitting” or “Work-to-rule”?
- How does it impact employees’ mental health?
- What can leaders do to help employees?
- Here are some statistics on the quiet quitting trend.
- The cons of “quiet quitting.”
- How do you deal with employees who are “quiet quitsters”?
- Here is some training that you can explore while you follow the quiet quitting trend.
- Frequently Asked Questions
- Share this post 👇
A new term, ‘Quiet Quitting’ trends – All you need to know about it.
We live in a time where the #MeToo and #timesup movements have taken the world by storm. One such move is quiet quitting or work-to-rule. It is a trend born out of the need to take care of employees and raise awareness of work-life balance. Major media houses like the guardian, wall street journal, and TikToker Clayton Farris are covering this trend.
Just like the #MeToo or #timesup movements took New York City by storm on social media, the idea of quiet quitting or work-to-rule started as a way to raise awareness among followers and bring change. Zaid Khan, on TikTok, gave this new name. Employees are becoming more aware of their rights and the initiative to stand up for what they believe in.
Covid-19 has also impacted the mentality of millennials and gen z on the work culture they are getting into. They will not get into additional work they are unpaid. This trend is not dying down any time soon, and leaders must be aware of it and take necessary measures to protect their employees. You don’t want an era of great resignations.
What is “quiet quitting” or “Work-to-rule”?
In today’s competitive work culture, employees are constantly looking for ways to save time and increase productivity while trying to find a balance in their lives. So, what is quiet quitting or Work-to-rule? It is an old clause in your offer letter – “Work-To-Rule” or its synonym. It means that you only work for the number of hours you have signed up for.
But who reads the offer letter other than the pay? This clause is usually buried in the job description or the offer letter. And is hardly noticed.
The remaining time other than the agreed is your time. But in today’s work culture and the hefty competition to stay on top, employees unconsciously do extra work beyond their time looking at their co-workers. Leaders must be aware of this clause and be careful not to exploit it.
How does it impact employees’ mental health?
When employees work beyond their stipulated time under the influence of going the extra mile, this leads to quiet quitting, whereby employees mellow down on performance. When employees feel their voices fall on deaf ears, it can lead to emotional distress.
It can harm the employees’ work performance and mental health. Leaders must be careful as it can impact employees’ mental health and work performance.
What can leaders do to help employees?
Leaders must take the necessary precautions to help employees. By creating a conducive work environment, employees feel more comfortable. Additionally, leaders must implement policies and procedures that make it easier for employees to take breaks, which increases employee engagement.
Leaders must leverage employee skills and be aware of the culture they are building with healthy boundaries. They must encourage the hybrid working model enabling remote work and shreds a lot of burden on the employees. My experience at Novo Nordisk until last year has been fantastic. I have never received a call or email from my managers after a day’s work or during my pay-off. It gave me time to recharge and maintain a good work life balance. The culture changed my perspective on corporate lifestyle.
Here are some statistics on the quiet quitting trend.
Leaders must be aware of the risks and take steps to address them safely and effectively. If you’re aware of a quiet quitting happening in your company, here are some things you need to know:
– Quiet quitting can have serious consequences for companies, including lost productivity and awful employee experience.
– Create a culture that encourages employees to speak up when they need help or feedback.
– As per a recent HBR report, 3-4% of employees are Quiet quitting even under the best managers, so it’s vital to be on the lookout for it and address it if it’s happening.
– While 62% of the employees are willing to go the extra mile.
– As per Gallup report, 54% of office workers say they would leave their job for one that offers flexible work time.
The cons of “quiet quitting.”
Leaders need to be aware of the risks associated with quiet quitting. Employees who feel drained or unsatisfied with their work often use this practice. It can lead to burnout and a sense of guilt. Leaders need to be supportive and understanding when it comes to employees’ needs and help them find the right balance between work and life.
How do you deal with employees who are “quiet quitsters”?
When it comes to quiet quitsters, leaders need to watch out. The goal of work-to-rule is to prevent the burnout of employees. Leaders must ensure their staff is taken care of and respected. These steps may include setting clear boundaries on work time, providing feedback and recognition, and ensuring the quiet quitster employee understands that they have ample time for their well being.
Here is some training that you can explore while you follow the quiet quitting trend.
CRM Salesforce for Beginners – Become an expert in CRM Salesforce by mastering concepts of CRM, its business implications and how Cloud computing is changing the way businesses use technology to engage with their customers.
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Mastering Git and GitHub – Master the concepts like Branches, Design and Git work flow by using Git Command Line, GitHub Desktop and SourceTree.
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Frequently Asked Questions
When employees work-to-rule or quit quietly, it can harm the company. Morale could drop as workers stop putting in the extra effort, and productivity may take a hit. In some cases, companies may even go out of business.
👉 Bonus Read: Difficult people: 6 effective ways to deal with them 👈
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Quiet quitting is a trend on the rise, and leaders must be aware of the implications for employees. Quiet quitting is when employees refuse to work beyond their contracted hours. It has negative impacts on employees’ mental health, as well as the productivity of the business. Leaders can help employees by providing a safe and supportive environment and by providing training on how to deal with employees who are quiet quitsters.
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