The Symptoms of Quiet Quitting and How to Reverse the Trend

3 Strategies to Overcome Quiet Quitting

The term “quiet quitting” went viral in 2022. After three tumultuous years of lockdowns, increasing employee burnout and shifting expectations for work-life balance, the phrase resonates with employees and employers alike. Quiet quitting sparks passionate reactions and prompts employers to seek fresh solutions to enhance employee engagement.

The first step to address quiet quitting and reduce negative impacts on your business is understanding what it is — and what it isn’t. Quiet quitting is when employees do their jobs but don’t go above and beyond the basic requirements. It’s not about laziness or poor-quality work. Instead, the roots lie in disengaged employees who want to take more control of their work-life balance.

Research by Gallup estimates that at least 50% of the U.S. workforce are quiet quitters. According to Gallup’s ongoing tracking, employee engagement rates began falling in 2021, with more people saying they felt less connected to their employer’s mission and had fewer opportunities to grow in their careers. Gen Z and younger Millennial employees are driving the drop in engagement, with less than 40% reporting that they understand their role and know what’s expected of them.

The Symptoms and Repercussions of Quiet Quitting

When employees engage in quiet quitting, they dial back on their engagement and enthusiasm. Overall, they’re less invested in their company’s success and don’t push to take on new projects or volunteer for extra tasks. Most notably, they often disengage from pursuing development opportunities or seeking career growth.

While some argue that quiet quitting can be healthy, as workers set better boundaries between work and life, employers have valid reasons for concern. High levels of quiet quitting impact a company’s bottom line through decreased productivity and increased turnover. Engaged teams are up to 23% more profitable and 18% more productive, while teams with lower engagement have turnover rates up to 43% higher than those with high engagement.

3 Tools to Drive Increased Engagement

Addressing quiet quitting takes a strategic approach. Organizations must first assess the causes of disengagement among their unique workforce. While there’s no one-size-fits-all solution for increasing engagement, consider three core elements to evaluate and enhance your strategy.

  • Redefine employee benefits.

Traditional employee benefits, such as health insurance, life insurance and retirement plans, focus on providing employees with a safety net. For today’s employees, these traditional protection benefits are table stakes. Employees are also looking to their employers for wide-ranging support for their holistic well-being, which encompasses physical, mental, social and financial health.

In recognition of evolving employee expectations, companies are expanding their benefits offering to give employees choices that address immediate needs, such as wellness programs, flexible work options, enhanced employee assistance programs (EAPs), caregiver support, financial wellness tools and more. In addition to helping employees improve their work-life balance, a holistic approach to benefits positively impacts recruiting and retention.

  • Optimize technology.

Technology is the cornerstone of the modern employee experience. It becomes even more critical as companies adopt hybrid or remote work models. When employees believe their company provides technology that helps them connect, communicate and collaborate, they are 230% more engaged — yes, 230%! — and 85% more likely to stay with their employer for more than three years.

Technology solutions that employees use every day, such as email, virtual meetings, instant messaging, and project collaboration and management tools, are central to delivering an employee experience that drives engagement and productivity. But behind-the-scenes technology, such as Human Capital Management (HCM) systems that facilitate hiring, benefits administration and timekeeping are also essential to an employee’s overall experience.

  • Emphasize learning and development.

From onboarding through upskilling and career development, training programs are another crucial element of employee engagement, productivity and loyalty. According to research by the American Management Association, 69% of employees said training positively impacts their job performance, and 66% reported increased productivity as a result of training.

Technology plays an important role in assisting employers with implementing and managing ongoing training and education, including certifications, tuition reimbursement and upskilling programs. As part of a holistic HCM strategy, Learning Management Systems (LMS) streamline the administration and delivery of education and development programs, enabling employers to effectively meet diverse workforce needs.

The professional services industry experts at CBIZ can help you evaluate and refine your organization’s employee engagement strategies and minimize quiet quitting. Connect with a member of our team and gain access to more resources here

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The term “quiet quitting” went viral in 2022. After three tumultuous years of lockdowns, increasing employee burnout and shifting expectations for work-life balance, the phrase resonates with employees and employers alike. Quiet quitting sparks passionate reactions and prompts employers to seek fresh solutions to enhance employee engagement.

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