Quiet quitting, aka employee disengagement, has plagued workplaces for decades, but more so in the past few years. Without direct supervision and motivation, many employees do the bare minimum needed to get by.
The phrase “quiet quitting” was coined by Bryan Creely (an ex-corporate recruiter) in 2009 but went viral on TikTok in 2022. It refers to employees who feel underappreciated, undervalued, or stagnant and show less and less interest in their job until they finally quit or are let go.
9 Signs of Quiet Quitting
In-person or remote, spotting a quiet quitter doesn’t require investigative skills. A quiet quitter is generally unhappy in their position and will show it a few different ways. Here are some of the most common signs:
- Self-isolation
- Quieter than usual
- Cynical or negative attitude
- Coworkers or teammates having increased work from picking up the slack
- Increased sick time or PTO usage
- Increased negative client feedback
- Lack of enthusiasm and initiative
- Pointing out issues without solutions
- Late or subpar work
However, you need to know each employee more personally to understand why they might be engaging in some of these behaviors. Some people work better in isolation and are never social, while others may be going through a challenging moment in their life.
Many Gen Z employees value a work-life balance and only do what’s expected of their current role. They’re unlikely to work in overdrive without a higher salary or bonus. However, this doesn’t mean they’re unhappy in their position.
If you suspect an employee is quiet quitting, have a chat with them. Point out a few things they did well recently, try to motivate them, and remind them that you are there for them.
Why Do Employees Quiet Quit?
Each employee has their own reason, but some of the most common reasons for quiet quitting include:
- Lack of praise and acknowledgment. Employees who don’t feel appreciated or whose hard work isn’t noticed are less likely to feel motivated to continue giving their best.
- Too heavy of a workload. While work-life balance should always be a priority, it’s getting more attention lately. Many current employees are unwilling to sacrifice their sanity for an overly-demanding job.
- Wage disparity. Whether it’s office talk, a Glassdoor review, or new wage transparency laws, employees who make less than others in similar positions are likely to feel unmotivated.
- Unclear expectations. Without a strong leader and defined expectations, employees are likely only to do what they know is expected, without striving to be better or stand out.
- Minimal growth opportunities. Some employees don’t feel motivated if there are no possible promotions or raises on the horizon.
6 Ways to Discourage Quiet Quitting
- Give quarterly performance reviews.
Performance reviews allow you to motivate or praise an employee. Ask them what they consider to be their strengths and weaknesses. This will help you, as a manager, know how to approach, when to encourage, and which projects are best for them. Having an open dialogue is a great way to build rapport.
- Offer professional development.
Keep your employees engaged; don’t let them feel stagnant. Offer professional development opportunities through free training, empowering seminars, or the chance to learn a new skill.
- Give praise.
One of the easiest and most powerful ways to motivate employees is to give praise when deserved. This can be a simple compliment, a one-on-one meeting, or a public achievement display, including a certificate or plaque.
- Be clear and precise about expectations, projects, and deadlines.
An organized manager leads an organized team. When interviewing new employees, be clear about what will be expected of them and how their role may expand, evolve, or change. With current or senior employees, be straightforward about how and when you expect things to be done. Ensure employees feel comfortable coming to you to ask for clarification.
- Reward achievements.
Whether an employee signed a new client, had a record month in sales, or went above and beyond, let them know you appreciate it. Significant accomplishments deserve more than praise. Think about a promotion, a bonus, or a paid weekend getaway. These actions will motivate other employees to step up as well.
- Pay fairly and consider bonuses and raises.
No matter how the gap presents itself in your company, do your best to minimize it. If employees know they are appreciated and feel fairly compensated, they are not likely to slack off. The average cost of hiring a new employee is $4,000. Invest in your current employees instead of hiring and training new ones.
