#QuietQuitting - Can you combat this social media trend?
I recently learned about this term called 'quiet quitting' where you're not outright quitting your job, but you're quitting the idea of going above and beyond. Not to mention did you know this phrase is actually trending on social media thanks to TikTok?
Many are seeing trends of the quiet quitter replacing those that participated in 2021's Great Resignation. Employees are mentally checking out as opposed to leaving all together.
Both Millennials and Generation Z - are leading the way and is a direct result of 2021's Great Resignation. According to a survey done by Resume Builder, close to 25% of workers between ages 35-44 shared they are practicing quiet quitting.
Individuals are tired. Wages haven't been able to keep up with inflation, leaving employees feeling unappreciated at work and resentful over being required to put in more hours and take on additional tasks that were not in the job description. It is understandable that many are feeling taken advantage of and not treated fairly at work. In light of everything we've endured over the last two years, it is not reasonable to want to take time to decompress and practice self-care, but how can you when the work keeps piling up and you feel deeper and deeper into the hole?
Leadership needs to find ways to get their employees re-engaged. Here are some suggestions that simply begin with talking to one another.
Discuss the best way for a person to achieve a better work-life balance, review and evaluate the effectiveness of your time-off policies.
Help your team effectively deal with and overcome mental health and emotional well-being issues by leveraging EAP services, time-off, or even getting together after hours to decompress with one another.
Seek out a path toward career advancement within the organization.
Recalibrate the workload, so it’s not overwhelming.
Review your compensation practices, are you still aligned with market? This doesn't mean that everyone gets a 8%+ CPI adjustment, but by reviewing your current practices will likely alleviate a rumor that management isn't doing anything!
Consider the benefits of stay interviews. A “stay” discussion is proactive and not reactive to employees who are already two feet out of the door.
Lastly, stay vigilant for any signs of burnout, depression or other mental health issues not only in your team, but yourself too. With many still working from home, and others in the office, isolation is still a feeling many are still recovering from. Check in with yourself, your team, find time to prioritize real conversations that evoke a collaborative environment.