Millions of employees are putting in minimal effort to keep their jobs. This mindset of “quiet quitting” is becoming more prevalent than ever before. It also is impacting businesses across the United States.
What Motivates Quiet Quitters?
Quiet quitters typically blame burnout for their lack of motivation to perform better. For instance, layoffs and staffing shortages often result in the remaining employees taking on more of the workload. However, most are not being compensated accordingly.
Many managers expect the same productivity levels with the increased workloads. These unreasonable expectations cause many employees to feel unappreciated.
As a result, quiet quitters are losing patience with their employers leading these employees to prioritize their personal lives over their professional responsibilities.
Why Are Many Remote Employees Quiet Quitters?
Remote employees often have an easier time not going above and beyond in their roles. Many of these employees feel less connected to and involved with their teams.
A lack of clear work hours encourages many remote employees to be quiet quitters. Not understanding how much should be accomplished each day increases stress. Ongoing exposure to elevated stress levels typically leads to burnout.
How Do Quiet Quitters Impact Companies?
Employees who do not remain engaged in their work and perform their best decrease productivity. This lowers employee morale and here’s why.
Better-performing employees often feel the need to pick up the slack caused by quiet quitters. This typically leads to frustration and resentment. These high-performing employees often end up leaving for other opportunities. As a result, turnover and hiring costs increase.
What Can Managers Do to Motivate Quiet Quitters?
Managers must understand what motivates each of their employees. Examples include verbal recognition, stretch assignments, and additional paid time off. Rewarding employees in the manner they desire promotes engagement and productivity.
Talking with each employee in one-on-one meetings, on a regular basis, helps uncover how they feel about their jobs. Managers can discuss each employee’s pain points and collaborate to find solutions. Making changes encourages employee engagement and productivity.
Providing constructive feedback encourages employees to improve their performance. Sharing what an employee did well, and specific steps to improve can promote desirable results.
Remaining empathetic during employee conversations is imperative. Many employees are facing personal challenges that are impacting their work. Providing support through increased work-life balance, access to therapy, or career advancement opportunities encourages employee engagement and productivity.
Need to Add Professionals to Your Team?
Quiet quitters put in minimal effort to meet their job requirements. This causes other employees to pick up the slack. When these better-performing employees become frustrated and resentful, many find opportunities elsewhere. As a result, turnover and hiring costs increase.
Managers should use customized tactics to help their employees stay engaged in their work. Managers also can talk privately with employees who are not performing their best to uncover the reasons, resolve the issues, and provide support.
For help adding professionals to your team, partner with Casey Accounting & Finance Resources. Find out more today.