Learn how to prevent quiet quitting.
Operational efficiency, cost reduction, and employee retention have all been top of mind for employers recently. Yet, many employers are still unaware of the dangers of quiet quitting. While quiet quitting won't affect your employee headcount, it will have a dramatic effect on production, performance, and other important elements of business success.
Employers understand that employee engagement is essential for business success. However, without support from their employers, many employees feel burned out and disengaged. Employee wellness and engagement are directly connected.
When employees struggle mentally or physically, it's difficult for them to stay engaged at work. For example, employees struggling with financial issues can't simply turn off those worries when they enter the workplace.
Similarly, when employees disengage at work, it can affect other areas of their lives. By addressing employee well-being on an individual level that recognizes whole-person wellness, employers are more likely to find effective ways to counteract the disengagement that leads to quiet quitting.
Let’s go over what is quiet quitting and ways to prevent it.
Quiet quitting doesn't mean that employees are leaving their positions. It means they're not putting substantial effort into a job role for an unappreciative employer.
Essentially, quiet quitters hold onto their position but only do the bare minimum. They step back from their emotional investment in the company and don't engage with projects.
Although the viral term quiet quitting and related TikTok videos are new, employee disengagement and the associated actions of it are not. Gallup estimates that at least 50% of the US workforce are quiet quitters. Unfortunately, it's a trend that can have long-term impacts on both businesses and employees.
While social media makes quiet quitting seem like a new concept with a different goal, it's a direct reflection of ongoing job satisfaction. Employees are quiet quitting for many of the same reasons that lead to burnout and excessive turnover.
The most common reasons for quiet quitting include:
According to the American Psychological Association (APA), 87% of employees think actions from their employer would help their mental health. Our own Modern Health research revealed that 74% of employees want their employer to care about their mental health, but only 53% believe their employer does.
Gallup research has revealed that 40% of US workers report that their job negatively impacts their mental health. Further research revealed that engaged employees were five times more likely to say later that their job positively impacted their mental health. Employers can directly impact employee engagement by investing in mental health benefits.
Theoretically, employees who make an active choice to disengage are only impacting their own future. However, employees are an organization's best asset. Engaged employees contribute to positive company culture, align goals with organizational goals, and add to company innovation.
Here are the effects if they quiet quit.
Disengagement and job dissatisfaction leads to lower levels of productivity and performance. Disengaged employees are absent more often and unlikely to contribute to teamwork. Furthermore, disengagement and job dissatisfaction are directly related to employee turnover.
Employees who put in the minimum effort required by their job roles are unlikely to learn more about the company and work toward advancement. This directly impacts employee advancement, further contributing to job dissatisfaction and engagement.
It also impacts the company because internal advancement can help organizations prepare candidates for supervisory roles in the future. When employees are disinterested, companies recruit from outside the company, which may yield inferior results.
When an employee does the least amount of work possible, other employees pick up the slack. This can lead to serious conflicts concerning team members’ responsibilities, resulting in slow productivity.
Low Workplace Morale
Workplace culture directly impacts employee engagement. Employees are more likely to be engaged in a positive environment.
However, disengaged employees are often absent from work and produce little effort when present, leading to heavier workloads for other employees. Resulting burnout can lead to company-wide decreased morale.
Engaged employees desire to advance in the workplace and work toward company goals. Quiet quitters feel underappreciated and disrespected by their employers.
In the face of an unchanging workplace, employees disengage to protect their well-being. One of the most measurable signs of quiet quitting is low productivity.
Preventing employee disengagement is essential to combat quiet quitting. You can avoid the damaging effects of quiet quitting by taking steps to address the causes of employee disengagement. Prevent it with these actions:
Quiet quitting is a significant problem for organizations and can be prevented by addressing mental health concerns. Providing mental health benefits can help employees stay engaged and improve the overall productivity and morale of the organization. Learn more about how mental health benefits can help employers eliminate the underlying causes of quiet quitting.
Gabriella Chavarin is Head of Content Marketing at Modern Health, a global mental health platform that helps keep employees healthy & resilient. Previously, Gabriella worked as a Marketing Manager for a national health payer organization, and she brings a wealth of healthcare and marketing experience to the Modern Health team.
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