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“. We explain exactly what this is, where it comes from and how you deal with it as a company in this blog.
What is quiet quitting?
Quiet quitting is a phenomenon where employees focus on doing their basic work and do not do more than is necessary. Working overtime or attending an extra meeting is no problem, as long as this is not always expected and at the expense of personal life. So Quiet quitters are more daring to be on their feet. Good for them, but how do you deal with this movement as an employer?
Why quiet quitting?
During COVID-19, a large part of the population worked from home and the dividing line between work and private life became unclear. As a result, a healthy balance between the two became more important and many have changed their work mentality.
Where working overtime and answering emails over the weekend were previously much more accepted, more and more people are feeling resistant to this. In their spare time, they want to focus more on hobbies, family and friends. This ensures that they generally perform better within office hours. In some cases, they even get more satisfaction from their work.
How do you deal with quiet quitting as a company?
When employees see the point of their work and have enough time to relax, a healthy one is created work-life balance. It is therefore wise as an employer to keep an eye on this and check in occasionally.
Below are a number of tools with which you, as an employer, can respond to quiet quitting with your employees:
- Create an open work culture
Make 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 regularly with employees
By checking in regularly with your team, you can track employee satisfaction and resolve any issues on time. This can be done via a weekly meeting or individual interviews with employees. Ask them how they're doing and if they need help completing tasks or other issues.
- Redefine core tasks
Discuss the meaning of the work with your employees. Take a critical look at the core tasks of a position. Which activities are important and can be set up in a more efficient and/or productive way.
- Watch for behavioral changes
Look for signs of withdrawal, such as less participation in group activities, social interaction, or productivity. Even small changes in behavior can indicate larger problems. Discuss these issues and provide the necessary support.
- Offers growth opportunities
Make sure your team has the opportunity to develop and grow within the company. You can do this by offering training courses or giving extra responsibilities. By investing in their development, you increase the chances of them staying with the company.
- Pay attention to employee health
Many employees see quiet quitting as part of mental health. But this isn't necessary if employers are proactively addressing their needs. Prioritize the mental, physical, and emotional health of your employees. Encourage them to exercise, or offer online subscriptions for meditation applications.
- Set limits
Set clear boundaries with your employees. You can do this, for example, by emphasizing that recording phone calls after working hours is optional. Talk to your team about exactly what an emergency situation is after office hours. Let your employees go home earlier or start later if they work overtime.
It's all about balance
We consume a lot of energy while doing our work and need time to relax. Create an open work environment where your employees have plenty of space to do their hobbies. Pay attention to behavioral change, offer plenty of career opportunities, set clear boundaries and show your employees that you care about their health.
Questions or remarks about quiet quitting? Get in touch with us!
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