In recent years, a good work-life balance has become increasingly important for employees. This need for balance has led to new terms and concepts, including the phenomenon of"quiet quitting." What exactly this is, where it comes from and how you as a company can deal with it, we explain to you in this blog.
What is quiet quitting?
Quiet quitting is a phenomenon where employees focus on doing their basic work and not more than is necessary. Working overtime once or attending an extra meeting is no problem, as long as it is not always expected and at the expense of one's personal life. Quiet quitters thus dare to be more on their toes. Good for them, but how do you handle this movement as an employer?
Why quiet quitting?
During COVID-19, much of the population worked from home and the dividing line between work and home became unclear. As a result, a healthy balance between the two became more important and many acquired a different work mentality.
Whereas overworking and answering emails on weekends used to be much more accepted, more and more people feel resistance to this. They want to focus more on hobbies, family and friends in their free time. This makes them generally perform better within office hours. In some cases, they even get more satisfaction from their work.
How do you handle quiet quitting as a company?
When employees see the value of their work and have enough time to relax, a healthy work-life balance is created. So it is wise as an employer to keep an eye on this and check in from time to time.
Below are some tools that you as an employer can use to respond to quiet quitting among your employees:
- Create an open work culture
Make sure employees feel comfortable giving and receiving feedback. Listen carefully to what they say and respond to their needs or requests. Open communication between the employer and employee is important to build trust.
- Check in with employees regularly
By regularly checking in with your team, you can track employee satisfaction and resolve any issues in a timely manner. You can do this through a weekly meeting or individual meetings with employees. Ask how things are going and if they need help completing tasks or other issues.
- Redefinecore tasks
Discuss the meaning of work with your employees. Look critically at the core tasks of a job. What work is important and can be arranged in a more efficient and/or productive way.
- Watchfor behavioral changes
Watch for signs of withdrawal, such as less participation in group activities, social interaction or productivity. Even small changes in behavior may indicate larger problems. Make these problems negotiable and offer appropriate support.
- Providegrowth opportunities
Make sure your team has the opportunity to develop themselves and grow within the company. You can do this by offering training or giving them additional responsibilities. By investing in their development, you increase the chances of them staying with the company.
- Pay attention to employee health
Many employees view quiet quitting as part of mental health. But this is unnecessary if employers are proactive in addressing their needs. Prioritize your employees' mental, physical and emotional health. Encourage them to exercise, or offer online subscriptions for meditation applications.
- Set Boundaries
Set clear boundaries with your employees. You can do this by emphasizing, for example, that taking calls after working hours is optional. Discuss with your team what exactly constitutes an emergency after business hours. Let your employees go home earlier or start later if they work overtime on occasion.
It's all about balance
We consume a lot of energy while doing our jobs and need time to relax. Create an open work environment where your employees have enough space to pursue their hobbies. Pay attention to behavior change, offer enough advancement opportunities, set clear boundaries and show your employees that you care about their health.
Questionsor comments about quiet quitting? Get in touch with us!
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