Quiet Quitting: Signs to Look Out For and How to Re-engage Employees

Quiet Quitting

‘Quiet quitting’ has quickly become one of the hottest topics in recruitment with 1 in 3 UK workers confessing to doing no more than stipulated in their job description.

Tell-tale signs can include decreased productivity and poor communication with the global workplace report suggesting that disengagement can cost a company up to 34% of an employee’s salary.

This not only represents financial loss but can have further repercussions on an organization’s customer service, performance and company culture.

Recruitment software experts, Occupop, identify when an employee may be ‘quiet quitting’ and share some practical business tips on how to re-engage your workforce.

 

What to look out for?  

1. Decreased productivity

Employees may intentionally reduce their efforts in the workplace, doing the bare minimum. This may include completing tasks half-heartedly, falling short of standards or repeatedly failing to meet deadlines.

 

2. Emotional detachment

Lack of participation in group tasks, disinterest in teamwork and a lack of ideas are clear indications of workplace ennui. Quiet quitters will often become emotionally detached from their work and colleagues or their organisation’s guiding principles.

 

3. Increased absenteeism

‘Presenteeism’ – the act of simply turning up and not being particularly productive is nothing new but quiet quitters will likely take more frequent fraudulent sick leaves, personal days or holidays. This could facilitate more time to be spent searching for new jobs or enjoying extra downtime.

 

4. Poor communication

Quiet quitters will likely limit interactions with their colleagues and managers and steer clear of unnecessary conversations or discussions. They may also show reluctance to take on additional responsibilities or projects.

 

5. Pursuing other opportunities

Some quiet quitters may even use their contact time to hunt for other job opportunities. This may be conducted discreetly on working-from-home days while some may even use time to pursue lucrative ‘side hustles’ or freelance work while on the clock.

 

What can employers do to re-engage workers?

Clearly, this is not just a problem of employee laziness with large, macroeconomic factors affecting the British workforce in recent years.

Rising inflation rates and cost-of-living pressures have caused real growth pay rates to decrease by 3.4% year on year while poor leadership and company culture are also commonly cited reasons for the ‘quiet quit’.

Here are some constructive ideas for re-energising your people:

 

1. Invest in your workforce

According to statistics, the average UK worker works 36.4 hours per week so it’ll be wise to prioritise their wellbeing with dedicated health and wellbeing programmes. This may include opportunities for exercise, healthy breakfasts and mental health support.

 

2. Opportunities for growth

Providing employees with growth and development will demonstrate a commitment to your people as well as your profit margins. Retaining a people-focused culture with training sessions, internal recruitment and transparency can help your workforce remain aligned with your company’s guiding mission.

 

3. Listen to your employees

Literally take the ‘quiet’ out of quiet quitting by conducting open and honest discussions with your employees. Consult them on which aspects of company life they are unhappy with and try to reach a solution beneficial to you both.