Addressing quiet quitting

Gallup’s June 2024, State of the Global Workplace report found that a truly astonishing 90% of UK employees are currently engaged in quiet quitting.

While almost every industry has been hit by unprecedented churn in the last few years, the concept of "quiet quitting" has been gaining traction, particularly in the wake of the pandemic. Unlike traditional resignations, quiet quitting doesn't involve an actual exit from an organisation. Instead, it manifests as gradual disengagement that steadily becomes more pronounced.

Employees stop going above and beyond, choosing instead to do the bare minimum to get by and avoid being fired. The phenomenon obviously has a profound impact on organisational productivity and morale, which means that it’s essential for leaders to understand the root causes and take proactive steps to address it.

Understanding quiet quitting

The act of quiet quitting is, in many ways, far more insidious than straightforward employee turnover. The process is rooted in near total emotional and mental disconnection. Employees effectively "quit" the drive for high performance or growth and will typically only do what is asked of them, but refrain from taking initiative, contributing new ideas, or participating in collaboration of any kind.

Social media, particularly among Millennials and Gen Z, has shed far greater light on workplace injustice, stress and inequality - and rightly so. Employees are now far more conscious of burnout, lack of recognition, misaligned expectations, or cultural stagnation. Those leaders who failed to acknowledge that shift in employee expectation only deepened the growing sense of disillusionment among their workforce and further embedded the idea of quiet quitting as a necessary solution.

It’s therefore critical that business leaders foster a deeper understanding of the factors that contribute to it by identifying the early signs of disengagement and taking action before it impacts team cohesion and overall performance.

Recognise the early signs

Quiet quitting can be subtle and easy to overlook, especially in hybrid or remote work environments where face-to-face interactions are limited. However, there are a few key signs to be mindful of:

Decline in initiative: Employees who once took on extra projects or volunteered for tasks may suddenly stop showing initiative. They may no longer seek ways to improve processes or contribute beyond the basics.

Withdrawal from team interactions: A noticeable drop in participation during meetings, fewer contributions in brainstorming sessions, and a general reluctance to collaborate can signal disengagement.

Minimal effort on assignments: When employees begin delivering work that is just "good enough" without putting in the effort they used to, it can indicate a shift in motivation.

Increased absenteeism or tardiness: Disengaged employees may also show a pattern of being late to work or taking more sick days than usual.

Strategies to address quiet quitting

Fortunately, quiet quitting is not irreversible. With the right strategies and, most importantly, when approached with empathy and a real desire to effect positive change, leaders can re-engage their teams and foster a culture of collaboration, commitment, and mutual respect.

1. Focus on outcome-based performance management

Rather than micromanaging day-to-day tasks, leaders should shift their focus towards outcomes and impact - especially in remote and hybrid work environments. Empower employees by allowing them to decide how they achieve their goals, while holding them accountable for the results. Implementing this subtle shift with regular check-ins to address challenges and offer support, rather than to monitor, will have a major impact on engagement and productivity.

2. Build a culture of recognition

Employees need to feel valued for their contributions. Building a culture where recognition is frequent, authentic, and specific can significantly reduce disengagement. Regularly acknowledge both individual and team accomplishments, whether it’s through public recognition in meetings or personalised messages of appreciation. Rewarding not just outcomes but the effort and creativity that went into achieving those results fosters motivation and encourages further investment from employees.

3. Prioritise well-being and work-life balance

Organisations that prioritise employee well-being and respect the boundaries between work and personal life are always going to see more engaged, motivated teams. Encourage flexible working arrangements, offer mental health resources, and promote the importance of taking regular breaks. Lead by example and demonstrate that it’s acceptable to take time off and set boundaries.

4. Create clear pathways for growth

Employees need to see a future for themselves within the organisation. Offer opportunities for professional development, provide mentorship, and ensure that employees have access to the resources they need to grow. Regularly discussing career aspirations and aligning employee goals with organisational needs can also create a shared sense of purpose that drives engagement.

5. Prioritise open communication

Quiet quitting often stems from a breakdown in communication. Foster an environment where open and honest dialogue is expected and encouraged. Regular one-on-one meetings, anonymous feedback channels, and transparent conversations about workload and job satisfaction can help leaders identify issues early and take corrective action before they take root.

While very real and potentially very damaging, quiet quitting can be effectively addressed with the right leadership approach. Authentic, emotionally intelligent leadership is the key here. This means actively listening to employees, understanding their challenges, and taking proactive steps to address workplace stress, inequality, and burnout. When leaders recognise the early warning signs and genuinely invest in the well-being of their teams, they not only mitigate quiet quitting but also build a more engaged, motivated, and resilient workforce.

At Acumen we are dedicated to equipping leaders with practical tools to tackle real-life challenges. Our comprehensive range of training and development programs, including customised interventions and off-the-shelf courses, helps organisations foster a culture of respect and empower their employees. To learn more about our programs and how they can benefit your organisation, please contact Simon at simon@askacumen.com.