Employee turnover is a significant challenge for many employers, but an even subtler issue is increasingly emerging – Quiet Quitting. This phenomenon, where employees disengage without formally resigning, can have a negative impact on productivity and morale across the whole team.
In this blog, we look into the five warning signs of quiet quitting and offer practical solutions to help you address it.
What is Quiet Quitting?
Quiet quitting is when employees lose enthusiasm and no longer invest effort into their roles. Instead of formally resigning, they do the bare minimum required, which can resemble a silent protest against their current work situation. Employees who once showed initiative and dedication begin to withdraw, performing only essential tasks.
This trend is particularly common among millennials and Gen Z workers, who value their well-being and seek a better work-life balance. A recent survey found that 50% of employees under 35 admit to quiet quitting at some point in their careers. The same study revealed that 21% of these employees have no intention of staying with their current employer long-term.
Common Causes of Quiet Quitting
Quiet quitting often stems from multiple workplace issues. Understanding these causes can help employers create a more supportive environment:
- Lack of Recognition: According to a recent poll, only one in three workers strongly agree that they received recognition or praise for their work in the past seven days. When employees feel unappreciated, their motivation wanes, leading them to disengage from their responsibilities.
- Toxic Work Environment: A toxic work environment can dramatically lower employee morale. Research from SHRM indicates that 58% of employees quit due to workplace culture. In such environments, employees might opt for quiet quitting to avoid the stress of confronting their issues or leaving the job outright.
- Poor Work-Life Balance: Studies show that 67% of employees experience moderate to high levels of stress at work, leading to burnout and disengagement. Employees overwhelmed by their workload or unable to balance work and personal life are more likely to quiet quit as a coping mechanism.
- Limited Growth Opportunities: A report by LinkedIn found that 94% of employees would stay longer at a company if it invested in their careers. When growth and advancement opportunities are scarce, employees may lose interest and seek new challenges elsewhere, disengaging from their current roles in the meantime.
- Uncompetitive Salary and Benefits: A competitive salary and comprehensive compensation package are also key factors in keeping employees motivated and engaged. According to research by Glassdoor, nearly 45% of employees cite salary as a primary reason for staying in their current job. Offering competitive pay and benefits can prevent disengagement and promote loyalty. This is where salary benchmarking comes into play. Making sure your compensation package is aligned with industry standards is important, and at Mase Consulting, we offer salary benchmarking reports to help you stay competitive and attract top talent.
5 Signs Your Employees Might Be Quiet Quitting
Recognising the signs of quiet quitting early can help you address the issue before it escalates. Here are the most important indicators:
- Decreased Productivity
A significant decline in productivity is one of the first signs of quiet quitting. Employees who were once high performers may start missing deadlines, producing lower-quality work, or showing less attention to detail. This drop in productivity often reflects a loss of interest in their role, as they no longer see the value in putting forth extra effort.
Statistics support this trend: a survey by Gallup found that disengaged employees have 18% lower productivity and 37% higher absenteeism. These figures illustrate the direct impact of disengagement on overall team performance.
- Low Engagement
Low engagement is another key sign of quiet quitting. Employees may stop participating in meetings, refrain from sharing ideas, and avoid taking on additional responsibilities. They become passive observers rather than active contributors, often due to feelings of being undervalued.
Research by the Harvard Business Review shows that engaged employees are 44% more likely to perform above expectations, highlighting the importance of maintaining high engagement levels to prevent quiet quitting.
- Increased Absenteeism
A rise in unexplained absences or lateness can be a red flag. Employees may start taking more sick days or arriving late without good reason, signalling that they are mentally checking out of their job. Absenteeism is often a symptom of deeper dissatisfaction or stress, which could eventually lead to full disengagement.
According to a study by the Chartered Institute of Personnel and Development (CIPD), this costs UK businesses an estimated £14 billion annually. Addressing the underlying causes, such as disengagement, can significantly reduce these costs.
- Not Interested in Team Activities
Employees who are quietly quitting tend to withdraw from team activities and social events. They may skip meetings, avoid casual interactions, and generally keep to themselves. This behaviour suggests they’ve lost interest in their role and are mentally distancing themselves from the organisation.
A study published by the University of Warwick found that happier employees are 12% more productive, underscoring the importance of fostering a positive, inclusive work environment to keep employees engaged.
- Minimal Communication
Reduced communication is another telling sign of quiet quitting. Employees might only communicate when absolutely necessary, avoiding informal chats or discussions about future projects. This withdrawal from day-to-day interactions often indicates that they are no longer invested in the team’s success.
Poor communication can have a cascading effect on team dynamics, leading to misunderstandings, reduced collaboration, and ultimately, lower overall performance.
How to Address Quiet Quitting
To effectively tackle quiet quitting, employers must proactively adopt a supportive and engaging work environment. Here’s how you can do it:
- Regular Check-Ins:
Schedule regular one-on-one meetings with employees to discuss their workload, career goals, and any challenges they might be facing. These check-ins provide an opportunity to identify any issues early on and show employees that their well-being is a priority. According to a study by Deloitte, companies that frequently engage with their employees have 21% higher profitability, making regular check-ins a worthwhile investment. - Encourage Feedback:
Create an open feedback culture where employees feel safe to voice their opinions and concerns. Actively listen to their feedback and implement changes where possible. This approach not only increases satisfaction but also drives higher engagement. A report by McKinsey found that organisations with effective feedback loops are 2.5 times more likely to outperform their peers. - Recognition and Appreciation:
Regularly recognising and rewarding employees for their contributions can significantly boost morale and motivation. Simple gestures of appreciation can go a long way in making employees feel valued. A survey by O.C. Tanner shows that companies with strong recognition practices are 31% less likely to experience voluntary turnover. - Increase Autonomy:
Provide employees with greater autonomy in their roles to prevent the stifling effects of micromanagement. Allowing them to take ownership of their projects shows a sense of trust and empowerment, which can increase job satisfaction. Research from the University of Birmingham found that employees with high autonomy at work reported higher levels of job satisfaction and lower levels of work-related stress. - Promote Work-Life Balance:
Encourage a healthy work-life balance by respecting employees’ boundaries and offering flexible working arrangements. Promoting work-life balance is important, as a survey by the Mental Health Foundation found that 27% of employees felt overwhelmed by their work, leading to burnout. Addressing this can reduce the likelihood of quiet quitting and improve overall well-being. - Offer a Competitive Salary and Benefits Package:
A competitive salary and comprehensive benefits package are critical in preventing quiet quitting. Employees who feel adequately compensated are more likely to stay motivated and loyal to your company. At Mase Consulting, we offer salary benchmarking reports to help ensure your compensation packages are aligned with industry standards, keeping your business attractive to new talent and reducing the risk of disengagement from high-performers in the team.
In Conclusion
Addressing quiet quitting proactively is vital to maintaining a motivated and productive workforce. By improving communication, offering regular recognition, and ensuring a competitive salary, you can minimise disengagement and create a more resilient team.
If you’re looking for support in your recruitment efforts, Mase Consulting is here to help. Whether you’re seeking to fill key positions or want to ensure your compensation packages are competitive, we have the expertise to assist you. Simply give us a call at 0161 870 5000 or drop us an email at info@mase-consulting.com. We’d love to discuss how we can help you attract the right talent and keep your workforce engaged for the long term.
