Everything To Know About The Quiet Quitting Buzzword!
The concept of “Quiet Quitting” is picking up pace amongst youngsters, especially Gen-Z workers. They have been making this buzzword viral through various social media channels.
What Do We Mean By The Concept Of Quiet Quitting?
Employers are wondering if it has anything to do with quitting the job. But the definition isn’t that.
The term “Quiet Quitting” refers to the employees working only for the job rules they are hired for. They are not going the extra mile to achieve immediate recognition, appraisal, or hike.
We can say this term is the exact opposite of the infamous “hustle” culture, where following passion is the real norm.
What Are The Signs Of Quiet Quitting?
To reduce the onslaught of Quiet Quitting in their firms, employers must spot it first. Famous signs for Quiet Quitting include:
- Employees are not interested in attending team-bonding meetings.
- Employees are not showing up to work on time.
- Employees do not feel like answering immediate work calls.
- Employees are not available after working hours, even for a minute.
- Employees are not ready to help their team members to achieve common targets.
- Employees stop participating in polls or surveys.
- Employees do not take the initiative to bring new ideas to the team.
Looking at the signs above, it’s clear that the employee feels less connected to the firm and their job roles. They are just there for the take-home salary or basic monetary benefits.
But managers have to refine their mindsets. Having such employees in the teams could lead to dispersed feelings for Quiet Quitting amongst other team members.
And we know that team members spend at least 10-14 hours of their day at work. Workplaces are their second or extended families. That’s why employees need to connect with their JDs and understand the employer’s expectations.
Why Are Employees Quiet Quitting?
The Quiet Quitting concept has been around for decades. It’s recently gained popularity because of Gen-Z workers trying to set their boundaries. However, when employees want to initiate a healthy work-life balance, it’s not a wrongful notion.
The buzzword is going around because some influencer/video blogger made it go viral. There is nothing wrong or negative about workers wanting to set boundaries.
However, if these boundaries affect their productivity at work, that is when the trouble ensues.
Employers require workers to make the most of the employed or clocked-in hours. Their impact or contribution at every hour must be visible and recognised.
So, most employees start Quiet Quitting because:
They want to maintain a healthy work-life balance.
Employees have a personal life. They cannot always be working or staying online. That means they must be smart when setting boundaries at work. Using uKnowva HRMS comes to the rescue while managing this phase of quiet quitting.
We will be discussing it more below.
Employers must understand that employees need that boundary. They need regular time off work. That is necessary to rejuvenate one’s mind and return with fresh energy.
They want to be there for their personal and professional commitments.
Employees set boundaries at work for multiple reasons. Their personal commitments are one of those.
They must give the right time to their loved ones and work-related tasks or affairs.
To juggle the best of both worlds, employees set these boundaries. It gives them enough time to be social and professional on the same day. Humans need it as we are social creatures.
And working every day without human connection can lead to deterioration in mental health.
They do not feel that the firm realises their performances on time.
The major reason for the negative side of Quiet Quitting is untimely recognition. Today’s working population would not tolerate a lousy culture where employees do not get appreciation on time.
Gen-Z and Millennial workers need that motivation immediately after each project or bigger milestone. When workers feel disrespectful, unheard, or uncared for, they disconnect. Their mindsets change and become uncaring.
Those are one of the signs of Quiet Quitting when this mindset negatively impacts employees’ productivity. It shows that employees are no longer on the same page to drive business results or complete share goals.
How To Manage Quiet Quitting & Retain Top Talent?
There are multiple tips for managing Quiet Quitting. Read the tips below:
Timely appraisal and review:
HR teams and management can start incorporating the uKnowva HRMS suite. It has timesheets, projects, and performance management tools. Using these fully-integrated tools, employers timely review each person’s performance.
Even team members can review and comment on each other’s work profile or behaviour for that project. The performance appraisal will be forward-looking and 360-degree.
It has no delays. Employers or reporting managers also receive timely alerts to review and feedback on their teams.
We are currently living in the social revolution era. New-age workers implicitly demand social validation. The uKnowva social intranet becomes a virtual assistant to employers and their teams.
They connect on the intranet automatically every day without missing important updates. In addition, employers can post live announcements, notice boards, and posts to recognise the top performers on time.
There are no delays, and teams view each other’s growth and milestones. They readily comment, like, and view each other’s live announcements or posts.
Teams can also vote for their best employee or team member of the month. For that, employers can run a vote every month on the social intranet by uKnowva.
This is an exciting exercise to keep teams and individuals busy. They would start to introspect their connection and rapport with everyone before voting. This internally drives them to connect for better results next time.
When the senior management reshares the post on their social network, employees get motivated to engage more.
Team-bonding activities:
HR teams and professionals must indulge in team-bonding activities to increase employee engagement and retention. Team-bonding activities can be online and offline using uKnowva meeting rooms.
It helps everyone to connect on a deeper level with their teams. The understanding grows when they play activities in two-person teams. Employees grow sympathetic and empathetic toward their counterparts.
This emotion leads to harmony in the shared projects. Workforce productivity improves as these employees trust each other even in times of strict deadlines.
Conclusion:
Quiet Quitting is not a new concept. It’s just a buzzword that’s going viral. But employees have known to set boundaries for their personal well-being for a long time. The focus has been more on their mental well-being after the pandemic.
However, Quiet Quitting can lead to negative side-effects of an uninterested or disconnected workforce. That must not happen. That’s why tips for managing Quiet Quitting are important.
uKnowva HRMS is the solution that readily implements all tips and manages the workforce with utmost priority and equality.
