Small business owners are facing a mutiny known as “quiet quitting.”
It goes by a different name these days, but quiet quitting is nothing new. It’s hitting the workforce hard, catalyzed by a generation feeling burnt-out and overburdened.
Conditions once considered acceptable by past generations are unsuitable for younger generations who refuse to take on extra duties or work beyond regular business hours.
Here’s what every small business owner should know about quiet quitting.
The Dynamics of Quiet Quitting
Quiet quitting means employees are staying in their jobs, performing their work, and returning to work each day. However, it also means they aren’t willing to go above and beyond. As a result, business owners and managers are scrambling to find other ways to manage the additional work that traditionally “comes with the job.”
Workloads are growing without employees willing to take on the burden, yet employers can’t fire employees who are technically doing their jobs.
Is Quiet Quitting a Concern?
According to the Wall Street Journal (WSJ), at least 50% of the U.S. workforce admits to being “quiet quitters.”
If you run a business that depends on workers to put in extra effort to get the work done, this could negatively impact your productivity and, in turn, your bottom line. WSJ also reports that the ratio of engaged to actively disengaged employees is 1.8 to 1, the lowest it has been in almost ten years. Employers face a real problem when you combine quiet quitters with the increased number of out-and-out job resignations.
What’s Causing Quiet Quitting?
The decline in work levels is related to the work environment and employees’ expectations.
To help encourage a more positive attitude in your workforce, you must create a more positive attitude in the workplace. Today’s workers want to understand expectations and see opportunities to do more meaningful work. They also don’t want to be cogs in the wheel but instead feel appreciated and that they contribute to the company’s bottom line. They can create a more connected feeling to their work if they are more involved in the company’s goals.
Common causes for quiet quitting include:
- Ongoing excess workload
- Poor compensation for both regular payroll and extra work put in
- Lack of respect for work done
- Blurred boundaries between work time and after work hours, such as late calls, emails, and texts in off hours
- Manager disrespect
- Changing, unfair or unclear expectations
- Poor communication
Safe workplaces where employees feel valued and heard show them they contribute meaningful work as part of a team.
How to Reduce Quiet Quitting
Business owners can help overcome high churn and reduce quiet quitting using these tips to improve employee engagement:
- Management Attitude: Reskill managers to create a more pleasant, meaningful work environment. Teach them the importance of getting to know their employees, engaging in conversations, understanding career goals, and learning about their personal life to help employees meet their goals and enjoy better life/work balance.
- Fair Compensation: Allow employees to make up overtime in a way that works best for them. Hourly employees may appreciate a day off in the same week or Salaried employees may enjoy a comp day. This will ensure they aren’t sacrificing their private time.
- Align Extra Work with Goals: Don’t assume people will do the extra work. Understand employee goals and provide extra work “opportunities” that help them meet their career goals.
- Accept “No”: Understand you don’t have the right to force someone to work more than they are paid for, work overtime, come in on days off, etc. Accept no as an answer and ensure there aren’t consequences for those not willing to go the extra mile.
Creating a pleasant work environment where teamwork is part of the culture, employees are treated with respect, and everyone understands expectations helps reduce the risk for quiet quitting.
About Focus HR, Inc.
Focus HR, Inc. uncomplicates the people side of business by providing small business owners with outsourced HR, project HR, and Leadership Coaching. For more information, please contact us today! If you liked this post, please subscribe to our blog. You can opt out at any time. To learn more about FocusHR and for updates, please like our Facebook page and follow us on LinkedIn.