You’ve probably seen a few articles about it by now. There are whispers within boardrooms all over the globe – what are we going to do about the quiet quitters?

This buzzword has been doing the rounds recently and has got employees, employers and recruitment experts talking. Firstly, it’s important to say this isn’t a new phenomena. The idea that staff that is unengaged and therefore less productive isn’t something that’s appeared overnight – it’s an age-old problem that manifests itself in various different, equally negative ways.

We want to break down what quiet quitting is, how you can spot itand, most importantly, how you’re going to stop it from happening.

What is ‘quiet quitting’?

Quiet quitting is the concept of staff only working what they absolutely have to. They’ll appear between their working hours, doing the minimum possible to achieve what they’re expected to within their role – but any passion or commitment to their role has gone.

These employees are either emotionally detached from their role and are happy to be that way, or they’ll be actively looking for a new position already.

So the most important question? Why.

WHY are people quietly quitting?

There is no smoking gun as to why people quiet quit – and that’s likely because there are SO many reasons that will lead someone to lose faith in their employer or their role.

Here are a few of the core reasons we believe quiet quitters exist.

• People have too much going on personally, and it impacts their work life.
• They’ve not been given the reward, financial or personal, that they feel they deserve.
• They’ve faced issues within the workplace that have made them lose trust in their employer.
• Put simply, they’ve mentally moved on from their position and are waiting to physically move on.

How can you spot quiet quitting?

A workforce that is unengaged will be less productive, less efficient and likely causing problems internally. Whether it’s issues between staff or unconstructive attitudes in inter-departmental projects, you’ll be able to spot the telltale signs a mile off.

If previously high-achieving individuals start reducing output, it should be a priority to understand why. Importantly, it may be that they’re facing issues outside of work and need support from their employer. Alternatively, it could be that they’re not feeling passionate about their role anymore and have mentally checked out. This also needs to be addressed.

So – how’re you going to stop it from happening?

With every client we hire for, we highlight the importance on workplace culture and brand values. By having staff that understand your purpose and want to play their part, your staff engagement and retention levels will be considerably higher.

Whilst there is no simple way to keep every member of staff happy, it’s your job as an employer to ensure that you reduce quiet quitting as much as possible.

If a staff member has a grievance, they should have their voice heard. Not enough money? They need to talk to someone and get an answer. Not enjoying the role? Management needs to help them find their passion within the business. Struggling with a co-worker? This needs to be investigated immediately.

With simple steps, mainly involving open and honest communication, you can keep your staff feeling valued and reduce the likelihood of them becoming frustrated and losing interest in working with your business.

Why more engaged staff are going to benefit your business

As we’ve mentioned, an engaged team will bring huge benefits to your business, your clients and your customers.

Higher productivity within a happy team is going to deliver better achievements, both internally and externally. The more your team are capable of, the more your business is capable of.

Having a workplace that is open and honest is going to encourage new talent to join too. When candidates arrive for an interview, they’ll be able to sense the good atmosphere in your company. That’s going to help them know they’re making the right decision by joining you, and reducing the risk of quiet quitting from new staff as well as existing staff.

Finding staff that believe in your brand

When hiring, you’ll need to ensure your staff are connected with your culture and brand values. If your team become disinterested in working with you, it’s likely because they aren’t feeling like a valued part of the team or they aren’t engaged with your purpose.

Cititec manages hiring cohorts for companies all over the globe, helping them not only find the best candidates, but people that fit into your workplace like it was always meant to be. If you’d like to talk to an expert about the results you can achieve by working with Cititec, we’d love to hear from you.