Have you ever started to feel less motivated to go to work than usual? Or disengaged, gradually reducing your efforts and commitment without expressing this to your manager? Well you wouldn't be the first, this is known as quiet quitting, and is creeping its way into employees' across the world. While some disengagement can be normal, continuous cases of employee disengagement can have significant negative consequences for any organisation.
In this blog, we discuss what quiet quitting is, why it happens, and the impact it can have on your business. We discuss how to address this issue, foster a positive work environment, and promote a productive and healthy work force culture through implementing targeted strategies that encourage employee motivation, productivity, and job satisfaction.
A new phenomenon known as “quiet quitting” has emerged in this rapidly evolving workplace landscape, silently impacting organisation's and their employees. Quiet quitting refers to a situation where employees disengage from their work, gradually reducing their efforts and commitment with out explicitly expressing their intention to quit. This subtle form of disengagement can have significant consequences for both individuals and the organisation's they work for. The consequences of employee disengagement are vulnerable to any organisation and considered as an epidemic to business enterprises.
There are several underlying factors that contribute to the rise of quiet quitting in the modern workplace. Employees may experience a lack of fulfilment, where they feel unchallenged or underutilised in their roles. Limited growth opportunities within organisation's can also lead to disengagement, as employees may perceive a lack of career advancement prospects. In New Zealand, we are lucky enough to be the highest-ranking country for Work-Life Balance in the world, with a recent study placing us first globally. Remote’s Global Life-Work Balance Index reviewed the top 60 GDP countries in the world placing New Zealand first above all others.
Poor work-life balance, especially in demanding work environments, can drive individuals to gradually disengage from their work as they struggle to balance their personal and professional lives.
Ineffective leadership plays a crucial role as well, as managers who fail to provide guidance, support, and recognition inadvertently create an environment where employees feel undervalued and disconnected. Additionally, the challenges associated with remote work, such as isolation, communication gaps, and blurred work-life boundaries, can contribute to disengagement.
Quiet quitting has significant implications for both employees and organisation's. Disengaged employees are less likely to invest effort, leading to a decline in productivity and overall performance, Gallup research shows that disengaged employees have a 37% higher absenteeism rate. This results in 18% lower productivity and 15% lower profitability. This not only affects individual work outcomes but can also erode the company culture, adversely affecting team dynamics, morale, and collaboration. Disengaged employees can have a direct impact on customer satisfaction levels. When employees aren’t fully invested in their work, it results in poor customer service, reduced quality of products or services and ultimately a negative impact on the businesses reputation. When disengagement spreads within an organisation, it can hinder innovation disrupt teamwork, and create a negative work environment that further exacerbates disengagement. Disengagement can have a contagious effect, leading to decreased morale among other team members. As disengaged employees become more prevalent, it can create a toxic work environment, affecting the motivation and job satisfaction of other employees. Furthermore, quiet quitting often precedes actual resignations, leading to increased turnover rates and the associated costs of recruitment, training, and lost expertise.
To tackle the issue of quiet quitting and foster a more engaged workforce, organisation's can implement several strategies. Fostering a positive work environment is crucial, as it encourages open communication, recognises achievements, and values employee well-being. Providing growth opportunities, such as development programs or mentorship, allows employees to expand their skills and advance their careers within the organisation. Effective leadership plays a vital role in engaging and motivating teams, so managers should be equipped with the necessary tools and training to support their employee's effectively. Promoting work-life balance by implementing flexible working arrangements and encouraging time off can help prevent disengagement caused by overwhelming work demands. Here at Find, we do our best to provide our employees with a great work life balance through offering hybrid working options, as well as our coveted ‘Find Day’ giving employees 1 paid day off each quarter, no explanation required.
Employee Empowerment through encouraging employees to take ownership of their work and providing them with autonomy can significantly boost engagement. Empowerment allows individuals to feel more invested in their responsibilities and decision-making processes, leading to a greater sense of job satisfaction and commitment. You can also empower employees by delegating responsibilities, encouraging innovation and creativity, and fostering a culture that values and respects employee input.
Finally, enhancing employee engagement through initiatives such as recognition programs, team building activities, and regular feedback mechanisms can create a sense of belonging and motivate employees to be more invested in their work.
In an era of quiet quitting, organisation's must be proactive in identifying and addressing the signs of employee disengagement. By understanding the underlying causes, recognising the impact it has on productivity and organisational culture, and implementing targeted strategies, companies can create an environment that encourages employee motivation, productivity, and job satisfaction. Prioritising employee well-being, providing growth opportunities, fostering effective leadership, promoting work-life balance, and enhancing employee engagement are essential steps towards mitigating the challenges posed by quiet quitting. Ultimately, by addressing and overcoming this phenomenon, organisation's can cultivate a more engaged and successful workforce.
Thanks for your interest in what we do here at FIND. We love meeting and helping amazing kiwis every day and will always do our best for our clients and candidates. We've been simplifying the recruitment game since 2008, so don't hesitate to get in touch if you need our help!
