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Do's and Don't Of Dealing with Quiet Quitting

Over the last couple of months, you may have heard the phrases “quiet quitting” or ”acting your wage” swirling around.


This isn’t an act of actual quitting, but rather it’s when an employee effectively disengages from doing anything beyond what is expected of them in their role.


This usually looks like clocking in and out at their contracted times and only completing duties and tasks as outlined in their job description when they were hired.


It could also mean not volunteering for new projects, refusing to work overtime without additional pay, or pushing back on requests to do more.


A 2022 Gallup report states that only 21% of workers are engaged at work.


Many workers who are “quiet quitting” do so as a last resort and as a means of self-preservation. Yet, some employers may see it as defiance.


But what is causing workers to “quiet quit”?


👉🏽 Being overworked

👉🏽 Poor compensation

👉🏽 Lack of growth opportunities

👉🏽 Nonexistent or blurred boundaries

👉🏽 Lack of support from their manager

👉🏽 Poor communication

👉🏽 Poor relationships with leaders or coworkers

👉🏽 Unclear or shifting priorities and expectations


As this list suggests, “quiet quitting” results from systemic issues in a company’s approach to people management and, if left unaddressed, will lead to even more staff shortages and a team of disengaged and burnt-out employees.



So how do your respond to this wave of quiet quitting?


Here are the DO’s and DON’Ts


DON’T:


👎🏽 Consider "quiet quitters" lazy

👎🏽 Respond with quiet firing

👎🏽 Expect employees to be available outside contract hours

👎🏽 Add more work to your employees’ plates without consulting with them

👎🏽 Ignore your employees’ requests for support


DO:


👍🏽 Look at what leadership can do to support employees who are struggling with their workload

👍🏽 Build rapport and communicate with employees showing signs of quiet quitting

👍🏽 Encourage and model setting boundaries and living a balanced lifestyle

👍🏽 Communicate expectations and priorities clearly

👍🏽 Provide meaningful support when employees express their needs



In my experience, providing holistic wellbeing support for disengaged team members can be transformational for individuals and their organizations.



Send me an email [info@dradeolamead.com] or schedule a collaboration consult today and let's chat about how we can partner to achieve your personal and team wellbeing goals.

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