Quiet Quitting is a term that is trending in the business world across the globe. But what is it and why does it make so much fuss? There is much ongoing debate on whether the concept of quiet quitting is justified or not. Are employers getting more greedy by expecting more from their employees? Or the concept of Quiet Quitting makes the working force more lethargic.
To understand how quiet quitting is affecting our workforces and working environment, it is important to first understand what actually is Quiet Quitting and why this term is trending in a current global business scenario.
What Is Quiet Quitting?
Most often people confuse this term with “quitting the job” or “Finding another job while working at one place”. But it is completely different from that.
Quiet quitting is an emerging trend that means doing only that much work that you are asked to do by your employer. And not putting in any extra effort or going an extra mile for which you are not paid.
If we put it in the language of social media, Quiet Quitting means saying no to “Hustle Culture”. Those who are in support of this concept claim that it is essential to maintain a work-life balance to maintain mental well-being oneself. People back up their argument by saying if your employee is doing what you asked them to do then how does it fall under the concept of quiet quitting? They are just doing their jobs. And if everyone starts to go above and beyond expectations then how will it be special anymore?
If you look closely, Quiet Quitting is not something that has emerged recently. It has been there for decades, it’s just that this term is getting Suerfluous attention nowadays, justifying the work-life balance. Experts believe that it is just a fancy name for old employee behaviour.
On the contrary, those who are opposing the concept of Quiet Quitting believe that it devalues their professional careers and lose the opportunity to learn new things or skills. Not putting extra effort into your work makes you an underachiever and hampers your financial and professional potential greatly.
It doesn’t matter who wins at the end of the debate but how it affects the growth of the company. To save your business from downfall, it is very important for you to build such a relationship with your employees that they don’t feel pressure while working.
How To Avoid Employees To Quiet Quitting At Your Organization?
According to Harvard Business Review, “quiet quitting is usually less about an employee’s willingness to work harder and more creatively, and more about a manager’s ability to build a relationship with their employees where they are not counting the minutes until quitting time.”
Here are a few tips for you to effectively boost the morale of your employees so that they cannot walk on the same path as quiet quitters:
- Listen To Your Employees
It is very important for employers to listen to their employees patiently. Failing to do so, employees lose a sense of belongingness and feels that their opinion does not matter. Employees automatically disengage themselves from a place where their ideas are not considered.
Being a leader, it is your responsibility to listen to the ideas, opinions and suggestions of your employees and make them feel like they are a part of the organisation and their contribution is as important as everyone else’s. Listening to your employees encourages them to put extra effort into their work and solves the problem of quiet quitting on their own.
- Respect Their Off Time
The one logic that is used for justifying quiet quitting is “Work-Life Balance”. It is generally seen that those employees who feel burnout with a load of extra work and overtime, lose their interest in work and stop doing anything other than their set job description.
Respect the breaks and off time of your employees. Try not to give them extra work after office hours if it is not an absolute emergency. Respect the personal life of your employees. Giving your employees proper breaks and leaves help them to stay energised and stress-free. When your employees feel that you are respecting their personal life by not interfering in their free time, they will replicate the respect by putting extra effort into work.
- Be Humble
Being humble sounds very easy but it is not everyone’s cup of tea. Using fear as a tool or motivation cannot help you to manage your employees. And if it does, its long-term effects are not going to be beneficial for you.
Being humble and respectful toward your employees is not going to cost you anything. But it can prove to be greatly favourable for you. An employee is more likely to work more efficiently where he/she gets respected.
Maybe not a new term but surely the whole buzz around Quiet Quitting stirs up the thinking about the hustle culture. And it also somewhere introduces us to that thin line that is blurring the gap between putting in extra effort and getting burnout because of the extra workload.