Have you ever heard of the term “quiet quitting” before? If you haven’t, it is a growing trend nowadays where people are not going beyond what is expected at work.

For some, this trend isn’t unusual because it is not uncommon for people to lay low at work. Their reasoning varies when asked, from not wanting to have additional tasks to not being recognised by others. Regardless of what people call this trend, managers must find ways to reduce the onset of “quiet quitting” because of its effects on the work environment and the employees themselves.

But, where should you start? Down below are some great tips we recommend you try to prevent quiet quitting:

Rebuild Your Psychological Contract With Your Team

Some studies suggest that one reason quiet quitting persists is because of the inability of the management to hold their end of the psychological contract with their employees.

A psychological contract is the unwritten expectations and responsibilities of both sides towards one another. Under this contract, employees are expected to appear to work at their set schedule and will be given their just pay and pension once they retire. Meanwhile, employers are expected to respect employees, give them opportunities to grow and support them during their careers’ highs and lows.

If employees see that their employers aren’t keeping their end of the contract, they may show their displeasure by quiet quitting. They will also narrow down the terms of the agreement and make it a more transactional approach.

An excellent way to fix this is by taking the time to build strong relationships with the team and repair them if the person has already quit on you. As the manager, you must be honest with your employees and open for people to reach out to you if they want to speak to you. Be clear about your expectations of them and what can be done to improve their situation, so they continue working.

If you want to give more incentives to them, do so because, for some, it may not be enough to have open communication lines with your team. Some will want visible proof that their work is appreciated and that they are heard.

Develop Employee Voice By Establishing Supportive Relationships

In relation to the first point, we know that our employee’s attachment to the company and team is broken when they stop actively speaking out about their grievances and suggest what can be done to address them. If these employees are understood by their bosses and feel supported, they will not be inclined to quit before actually leaving the organisation.

Know What It Truly Means To Present High-Quality Work

Although one can be in denial about quiet quitting and how it can be addressed, it is crucial that you know the situation in your work environment and the behaviours that affect employees in delivering high-quality work.

When the organisation is rock solid and employees are committed to it, their work performance is sure to be high. People are also more satisfied working for a group if they are under leaders who treat them respectfully and fairly. Based on these characteristics, high-quality work can be achieved if there is an abundance of clearly defined tasks and a great team that supports everyone. The job also gives workers autonomy regarding how they deal with tasks and their work environment. In many workplaces, high-quality work is defined as having reasonable expectations from workers whose team meets them.

To prevent quiet quitting, monitor the condition of your coworkers and if you see they are getting exhausted, you can reduce their job load and not give them additional pressure. It would be best if you also allowed them to have a shortened work schedule to allow them to rest before letting them get back to work.

Recognise And Respect How Employees Change

One can say that quiet quitting is a form of an identity shift. To deal with this problem, you need to be open to seeing who your employees are now and not still think they are in the same condition as they were when you first met them. When speaking to these people, show them that you care about their situation and you are not telling them that you know they are a “quiet quitter.”

When people feel valued and not pressed to share their personal situation, they will be more likely to engage in work or reengage if they are in the middle of quitting.

Help Employees Reconnect With Their Teammates And The Work Culture

The trend of quiet quitting is a clear sign of low motivation in your employees, driven further by inflation, a poor work environment, and a confusing work structure that disables socialisation. The work structure can also worsen the situation by disabling employees from connecting to others individually and feeling that they are a part of the team.

You can alleviate this problem by speaking to your team and helping them find the right avenues to be connected to others. Look at the available technologies that everyone in the group can use, like Slack, Zoom, and others, and what can be done to improve the current work culture and environment, such as revising the work schedule to enable people to meet their colleagues outside remote work. It would help if you also let them mingle off-hours by having informal Slack video meetings or dining out to help them connect to others.

Quiet quitting is a reality that managers should recognise as a problem they need to resolve because it affects how employees see their work and contribution to the company. If nothing is done to improve their condition, you will not be surprised to lose potential talents that can help with your company’s goals. By opening opportunities for communication and reaching out to them, you are making a step closer to a more robust organisation filled with motivated employees.

Part of a toxic culture? A victim of bullying? Here is what you need to do:
10 Must Have Tips for Dealing with Toxic People at Work
Identifying The Different Types Of Workplace Bullying
Bullying at Work

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4 replies on “How Managers Can Help Prevent Quiet Quitting

  1. I was reading up on “quiet quitting” recently. This is definitely a hot-button topic right now. Thanks for the tips here. Many POC are saying online that quiet quitting is a privilege that they’re not given. It’s a complicated issue and a sad one. Thanks for this relevant article, Kally.

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