By Grace Lau – Director of Growth Content, Dialpad

There’s an ongoing debate in the business world about the merits of “quiet quitting.” Some argue that it’s a valid way for employees to work, while others worry that it could have negative consequences. Should you embrace quiet quitting or worry about it? Is it a good thing or bad? Let’s take a closer look at both sides of the argument.

Our society attaches negative connotations to quitting, but some forms of quitting can be beneficial. One such example is quiet quitting, which occurs when a person decides to stop putting any more time, effort and enthusiasm into a job than is necessary or required by their contract. In 2022, research from Gallup showed that 50% of workers or more in the US were “quiet quitters.”

In quiet quitting, employees forego additional actions they have been doing to contribute to their workplace. From an employee perspective, they may choose to “quiet quit” to establish boundaries between their work and personal life.Or because they feel they’re doing more work than they’re getting compensated for. While this trend may seem worrying to employers, it provides an opportunity for change and growth. 

The Disadvantages of Quiet Quitting

For starters, quiet quitting can affect productivity and work culture. Just doing the bare minimum can result in significantly less output and collaboration. When employees reduce their work output, their team will often try to cover them, increasing their workload.

Quiet quitting may cause adverse rippling effects among colleagues and essential connections in the industry. Employees may be less likely to take the initiative on projects or go above and beyond if they see others at work without focus and motivation. You may even notice more quiet quitters. However, there is an opportunity for employers to use quiet quitting to their advantage.

The Benefits of Quiet Quitting

Quiet quitting allows an employee more control over their worklife and can help them feel better about themselves if they feel overworked or undervalued. If employees are quiet quitting it is often the result of dissatisfaction with their job. In time this can lead to real resignations and high staff turnover. In this light, quiet quitting can be seen as a way to reevaluate your workplace that offers profound benefits when handled responsibly and appropriately. 

For employers, quiet quitting can be a wake-up call. According to Pew Research, the most common reasons for quitting are low pay, no opportunity for career advancement and a sense of disrespect at work. While payrises may not be an option for every business to change, working on providing opportunities for your staff and improving the workplace culture can result in increased productivity and lower turnover. 

Another benefit of quiet quitting can be increased focus and productivity, as this habit encourages workers to finish tasks within their regular work hours. Knowing that they will not be working after hours allows staff to commit fully during their work hours.

Additionally, proponents of “quiet quitting” argue that it helps improve mental health by creating a boundary between work and leisure. For example, voice over internet phone tech has made it easier for employees to work from home. This can lead to employees feeling like they’re “always on”. Not having strict boundaries when working can run the risk of employee burnout.  

For some employees, quiet quitting means that at the end of the day, they can switch off from work-related issues and enjoy some leisurely activities without feeling guilty about it. This can result in reduced stress levels and improved job satisfaction. 

So, Should You Embrace Quiet Quitting Or Worry About It?

If you are worried about quiet quitting, it’s time to ask some questions about your workplace. 

• Is there a good work-life balance? 
• Are there opportunities for advancement?
• Do you foster a culture of respect and collaboration?
• Do you provide a flexible working environment?
• Are job descriptions accurate?
• Does the pay offered reflect the work that you expect?
• Do you receive regular employee feedback?

If you answered yes to all the above questions, then congratulations! Otherwise, this can be an opportunity to reflect and evaluate how your workplace can be improved. In this light, quiet-quitting can be seen as something to be faced head-on rather than worried about. 

If you feel an employee might be quiet quitting, it can be worth discussing it with them and seeing where their dissatisfaction stems from. They may not be willing to return to their previous level of productivity, but it may help you prevent other employees from making the same decision.

Quiet quitting can be a beneficial practice that allows employees and employers to improve work focus, productivity, mental health, motivation, and culture. Therefore it should be embraced among all organizations looking for ways to manage employees and workloads efficiently yet healthily.