What is quiet quitting? An Employers Guide

What is quiet quitting? An Employers Guide

Quiet quitting is when an employee will do the absolute bare minimum in their job just to get by. The employee does not want to leave their job, they need their job. However, they are completely demotivated to put in their best effort. For example, an employee will fulfill their necessary daily tasks, but they will not attend or complete anything optional (suppletory tasks, arriving to work early, participating in team activities, etc.). To these employees, putting in the extra effort isn’t worth it.

Quiet quitting is a new trend that has become popularized since the spread of the COVID-19 pandemic. Why has this global phenomenon become the catalyst for lethargic and uninspired employees?

Employees have had to take jobs, and keep jobs, just for the money. Because of the current economy, employees have become more desperate to preserve their positions. Employees may recognize that they are underpaid, their current role is not advancing their career, they dislike their role etc. Yet even though employees may recognize their current role isn’t what they want, it has become essential. This attitude is what could drive employees to feel unexcited about their role and the future of their career.

What can employers do?

Employers could create job descriptions with more intention. If an employer expects employees to perform in a certain way and fulfill certain tasks, these expectations should be written into their job descriptions. Employers should, however, be careful not to change employees’ roles an unreasonable amount. If a role is altered too much, where it could be deemed a “fundamental change” to their job description, the employer could be facing a constructive dismissal charge.

Employers could provide more mindful support. They could begin to understand their employees and how they are personally motivated. To learn these qualities about employees, it is important to listen to how your employees are inspired and how they are best encouraged. Further, employers could learn, through data collection, when an employee starts to become demotivated and provide access to help in those cases.

To help maintain motivation, employers could design responsibilities that evoke encouragement and incentive for the individual employee. For example, if an employee loves to solve problems and witness how the solution has benefited the client, the employer could always make sure the employee is present when the solution is introduced to the client. If the positive reaction of the client elicits more enthusiasm to create the next solution, it would be beneficial for the employer to listen to those tendencies and make sure it is built into the employee’s role.

If you are an employer who requires assistance creating new policies or employment agreements, please contact KCY at LAW by filling in an online consultation request or contact us by phone at 905-639-0999 to book your consultation today.