"Quiet Quitting" refers to doing exactly what your job description calls for
The COVID-19 pandemic turned the world upside down, and not just in the healthcare sector. Such a global near-death experience forced us to question our existence and purpose. What am I doing with my life? What does it mean to work? The pandemic made us reevaluate our values and drastically changed how we relate to the world and our work.
"Quiet Quitting" is a term that has gained a lot of traction online and is a problem many organizations are facing in the wake of the pandemic. To be clear, this isn’t the same as typical employee turnover. "Quiet Quitting" refers to doing just enough to meet the requirements of your job description and earn your salary. One article sums it up pretty well:
“It’s about letting go of the idea of doing more than is necessary, going above and beyond, and making your work the center of your life.”
Some people think it’s a term the corporate world uses to discredit the call for fairer wages. For others, it’s a philosophy of “minimum wage, minimum effort,” while for some, it’s simply about finding a better “work-life balance.” And although the debate is still ongoing, one thing is clear: this phenomenon resonates with many people for a simple reason .
In addition to the obvious measures, such as paying a fair wage and offering better benefits, we've identified four best practices that companies should adopt if they want to prevent "quiet quitting" and retain and attract new talent.
- Foster a healthy work culture
- Create spaces of psychological safety at work
- Keep communication channels open
- Embrace change and offer flexibility in the workplace
1. The importance of a healthy work culture
A healthy work culture has never been more important than it is today. Employees have more influence over the quality of their jobs than ever before; they are no longer willing to accept a job that offers no benefits, has a toxic work culture, does not foster psychological safety, and where communication is difficult. This means companies need to recognize this opportunity and lead the way in driving change.
A report found that 50% of employees have experienced "quiet quitting" at work—either among their peers or in their own behavior. At the same time, a recent market trend report published by Indeed and Glassdoor found that companies that fail to create an attractive work culture will struggle to attract and retain employees and minimize quiet quitting.
But what exactly does this mean? For employees, it means they have greater bargaining power, due to aging populations—especially in developed economies—and the fact that millennials, Gen Z, and future generations will make up the workforce of tomorrow.
On the other hand, employers need to step up their game by transforming their organizations into ones that prioritize employee well-being. If companies want to attract and retain employees and prevent employee dissatisfaction, they need to foster healthy work cultures, offer fair compensation and benefits, prioritize mental health, create environments that promote psychological safety, and place diversity, equity, and inclusion at the forefront.
2. Create spaces of psychological safety at work
Another Indeed 2022 Well-Being Report found that 46% of respondents said their expectations regarding well-being at work have increased over the past year. Similarly, 86% of respondents stated that how they feel at work affects how they feel at home. These statistics highlight the importance of prioritizing a healthy work culture that fosters psychological safety.
Spaces of psychological safety are essential for employee engagement because they allow employees to feel comfortable being honest with their leaders and peers about what works well in the workplace and what doesn't. This enables people to voice their concerns if they are overworked and to set healthy boundaries.
Managers play a crucial role in fostering these safe spaces and encouraging employees to speak up and reach out. Here are some tips for managers to foster psychological safety in the workplace:
- Make sure your team knows that you value them as individuals first, and then as members of the team
- Show that you care about their well-being by listening carefully when they have concerns
- Let your team know that there are resources available if things get tough
- Create opportunities for collaboration outside of work so that everyone feels included
- Be open about your own struggles and vulnerabilities so that employees feel comfortable talking about theirs, but be careful not to turn this into a group therapy session
3. Keep communication channels open
Communication is one of the most important responsibilities of a manager. It is key to identifying and reducing disengagement and burnout in the workplace. Communication isn't just about talking; it's also about listening to what people say—and what they don't say—and ensuring that everyone feels safe enough to share their thoughts with you.
Building trust is essential when striving to strengthen and improve open and transparent communication practices in the workplace. Trust is built when managers understand their employees' needs and are able to listen, respond, and take action accordingly.
Managers can build trust by:
- Understanding what motivates their direct reports as individuals so they can determine the best way for them to do their jobs.
- Keep an open mind: when someone comes to you with an idea or concern, don't dismiss them right away—that can make them feel like they can't trust you enough to speak up in the future when there are urgent matters that need to be addressed.
- Listen carefully so that if there are issues with what was said or how it was said (e.g., "m overwhelmed by these new tasks" vs. "You're too busy for me"), you can work toward resolving these issues in person rather than through emails, Slack, or text messages.
4. Embrace change and offer flexibility in the workplace
Another major reason people choose to embrace "quiet quitting" is that they want a better work-life balance. The global pandemic shook things up and caused many to reevaluate their lives. Fortunately, it also brought about something we would never have imagined otherwise: remote work.
Remote work is the perfect example of how we can use failure to drive innovation—something we firmly believe in here at Fuckup Nights. Alternative and flexible work arrangements offer a solution for those seeking a better work-life balance. Employers need to embrace this to stand out and become more attractive to potential employees.
For example, a 2023 market trends report found that among people aged 25 to 51, 26% said they were looking for a remote job, with women showing a stronger preference for this option.
It's time for companies to recognize this shift in societal values and use it as an opportunity for sustainable growth that will benefit everyone in the long run.
Moving forward...
Mass resignations are merely symptoms of a capitalist system that fails to recognize the value in improving employee well-being by fostering a healthy work culture. We are here to show you that a work culture that promotes transparency, vulnerability, and difficult conversations is one that is prepared to weather any crisis, retain employees during unprecedented times, and foster a highly engaged workforce.
In addition to unfair compensation, most issues that lead to dissatisfaction are closely linked to poor corporate cultures that fail to provide a safe environment for transparency, innovation, and difficult conversations.
At Fuckup Nights, we have heard many stories of failure related to these dehumanizing workplaces; this led us to develop a program to address failure and create healthier, more thriving work environments.
The Failure Program assesses employees’ perceptions of failure and their current work culture through a carefully designed, data-driven survey. The program also offers a series of courses to transform organizational cultures by addressing key topics such as how to have difficult conversations, create safe spaces, and turn failure into innovation.
Just fill out this form, and let's work together to turn failure into an advantage!
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