How to stop quiet quitting in your company? 4 incredible methods for an HR department

How to stop quiet quitting in your company? Do you know how many of your employees have already quitted quietly and are not eager to walk the extra mile anymore? The new trend of quiet quitting was recently observed on the job market but already has attracted increased interest in social media. What is quiet quitting and how companies, especially Human Resource departments can deal with this widespread problem?

How to stop quiet quitting? – table of contents:

1. How to stop quiet quitting?
2. What is quiet quitting?
3. How to stop quiet quitting – tips for HR
4. Summary

How to stop quiet quitting?

The cult of work – this is the approach to work that was widespread among the representatives of generations X and Y (individuals that are currently between 30 and 60 years old). There is a perception common among the older generations of people that their work is an important value in their life, which allows them to get all desired goods (an own flat, a car, and so on) that symbolize the social status of the owner.

Also see: Quiet quitting – do we have to work hard to be happy?

The representatives of those two generations were raised to believe that the most important in life is to find a good job to make yourself feel safe. This belief does not match the values of the Z generation, which is more and more frequently connected with the quiet quitting trend.

What is quiet quitting?

“Work is not your life” write young TikTok users on their profiles in the USA. They talk about quiet quitting as well. What is it all about? Quiet quitting is defined as the conscious, planned resignation from being dedicated to working in the area that goes beyond standard duties enlisted in the job contract.

The aforementioned approach is the result of the conviction that work cannot be the highest value in life. Moreover, work should bring satisfaction without causing excessive stress and upsetting the balance between private and professional life.

Quiet quitters:

• carry out only the duties assigned to them
• do not engage in projects that were not assigned to them directly
• do not become emotionally involved in the job
• do not take responsibility for the tasks of other individuals
• do not undertake tasks, for which they have not been paid for
• they focus on well-being, strive to achieve work-life balance, and care for their mental health

The observation of the new trend has raised the alarm in many companies worldwide. What are employers afraid of? Where is the reason for their apprehension? They are afraid of the decrease in efficiency as a result of the smaller dedication of employees. Poor results mean smaller profits and this may cause cuts in costs and redundancies. For this reason, the individuals responsible for the human resources in the company do as much as they can to stop the quiet quitting trend in their company.

How to stop quiet quitting – tips for HR

Is it possible to discover who already is a quiet quitter that shows limited interest in his duties, and who is close to burnout or other negative mental states? Is it possible to prevent the company from the quiet quitting trend? Does HR have the tools to care for the employees endangered by the tiredness of work and constant expectations? The answer to all those questions is yes. The managers and decision-makers have to build the right organizational culture in the company that will be adjusted to the needs of younger employees.

What steps should you take?

• Conduct regular conversations and give your feedback. A sincere conversation with the employee is the easiest way to find out about his well-being. You have to give them space to share their opinions and you have to hear their requests to be able to adjust the workplace to their requirements. The conversation is a chance to diagnose if the contact between the team leader and the employee is adequate for the needs of the company. One has to remember that employees leave because of bad, unpleasant, and rude bosses – sometimes really quickly.
• Organize the training for the employees and managerial staff. What are the phases of professional burnout? What somatic and psychological symptoms characterize each of those phases? In which way can we diagnose stress at work and assist team members with their problems? Team leaders, that are well-trained and informed about the issue, should be able to spot the disturbing symptoms of quiet quitting.

The employees should be provided with training about dealing with the stress at work, as well as preparation for the holidays or keeping the work-life balance. Increased consciousness is the best way to implement the proper approach and practices into everyday work. The initiative shown by the employee should be greatly appreciated by younger employees.

• Promote mental and physical health care. Many companies decide to fund the meeting in a mental health clinic. It is the simplest way to show the employee that the company cares for his mental health and knows that his health is necessary for the right performance of his duties.

What is helpful in this area is the flexibility of working time – the time and place of working should not be rigidly set. The professional benefits have to be adjusted to the employee’s needs – some forms of physical activity can be offered as well as the option of workcation or prolonged holidays, etc.

• Reward dedication and show perspectives. Employees like to feel appreciated and noticed, especially when they express a higher level of dedication. You should show your gratefulness and the best way to do it is to use different types of rewards – not all of them have to be financial. Remember about the employees that are endangered by professional burnout due to the uncertainty of the job market and career perspectives.

Use techniques of competency mapping, which is a great strategy to evaluate the abilities of your employees in a structured, organized way. This strategy should allow you to plan career paths for your employees, which should give them a perspective and goal for the future. A clear vision of your development and possible gains involved is one of the best ways to protect your employee from the quiet quitting trend.

Summary

Quiet quitting has become one of the problems in the contemporary job market and currently, it is hard to assess how this trend will develop in the future. In the years to come new generations of employees will constitute the majority of the working force and the companies should be prepared ahead. How to stop quiet quitting is not just a rhetorical question, but a serious issue that HR departments have to address with their methods.

Read also: Global leadership trends in business for 2022 and 2023

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