Quiet Quitting
What Is Quiet Quitting?
Quiet quitting is when employees do the bare minimum required by their job descriptions. As opposed to formally leaving their jobs, employees who quiet quit don’t go above and beyond in order to protect their work-life balance. In some cases, quiet quitting may be a form of protest against employers that expect overperformance but fail to compensate or recognize people fairly.
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Quiet Quitting Examples
Employees who engage in quiet quitting stop taking initiative and only do what’s necessary to avoid getting fired. Some examples of quiet quitting include:
- Rejecting assignments outside of their job description
- Not speaking in meetings unless they’re addressed
- Not volunteering for extra projects or responsibilities
- Avoiding social team activities
- Frequently calling out sick
How Widespread Is the Quiet Quitting Trend?
According to HubSpot research, one in three full-time employees say they’re quiet quitting in 2024. Here’s a generational breakdown:
- 32% of full-time Gen Zers
- 37% of full-time Millennials
- 35% of full-time Gen Xers
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What Leads to Employees Quiet Quitting?
Employees may quiet quit for many reasons, including:
- Not feeling adequately recognized or rewarded for their contributions
- Feeling frustrated with non-competitive or inequitable pay
- Struggling with work-life balance and burnout
- Feeling “stuck” due to lack of growth opportunities
Fighting Quiet Quitting in the Workplace
To keep workers engaged and motivated to do their best work, consider these strategies:
- Recognize a job well done: Three in four workers would be more productive if they received more frequent praise, so prioritize regular team shoutouts or private messages, depending on the employee’s preference.
- Offer financial incentives: Besides paying a fair salary, offering regular raises and bonuses can motivate employees to go the extra mile.
- Respect boundaries: To encourage work-life balance, refrain from contacting employees after business hours and assigning extra work when they don’t have the bandwidth.
- Design career paths: Offering advancement opportunities can help employees see a future with the company, motivating them to stay engaged.
- Monitor morale: Anonymous employee satisfaction surveys can unlock honest feedback about changes the company can make to keep people engaged.
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