Quiet quitting, an alarming trend that's been prevailing among the current generation of workers, has most HR teams worried. It's a trend where employees do only the bare minimum of activities that are associated with their role, and they no longer take the extra mile or come forward with new initiatives. Disengagement, an unsupportive work environment, and, sometimes, having an excessive workload are some of the triggers that lead employees to engage in quiet quitting. If you're an organization affected by or concerned about quiet quitting, here are five tips to prevent it:
Revisit your employee management strategies to ensure that it doesn't support bias, discrimination, or favoritism of any sort. Make it a point to manage employees fairly by supporting public recognition, competitive compensation, and exciting rewards.
Don't keep your employees on surveillance all the time. Let them work independently by setting clear expectations. Encourage managers to understand how employees want to be managed and set a mutually agreed timeline for reviews.
Help employees align their everyday activities and overall goals with your organization's long-term vision, mission, and goals. This will keep them motivated by providing a sense of purpose.
Offer new and exciting training and work opportunities that are consistent with their realm of expertise so that your employees don't feel like their career is stagnating.
Help employees bond with their team so that they can work, come up with new ideas, share different perspectives, and offer feedback to each other.
Read more about what quiet quitting is, its triggers, and different ways to prevent it in our HR Knowledge Hive.