The social media landscape is always changing, and so is the world of employment. Wondering what is hot and new? The social media trend currently dominating the workplace culture is “quiet quitting.”

What Does Quiet Quitting Mean?

Despite the name, the quiet quitting phenomenon does not actually mean quitting your job. Instead, the quiet quit enables employees to “act their wage” or do exactly what their job role requires. Employees quiet quitting means they would only do what their job demands within the work hours and nothing above and beyond for their employer. At times, employers tend to overburden employees with extra, unpaid work, resulting in them feeling underappreciated, overworked, and underpaid. Protesting against long hours and additional tasks, the quiet quitting trend prevents employee burnout.

5 Ways Employers Can Prevent Quiet Quitting

With the increasing number of quiet quitters, employers have been looking for ways to prevent job dissatisfaction and employee turnover. Employers can combat quiet quitting with positive actions like:

Redefining the Job Role

To obtain employee satisfaction, employers should redefine the job roles of their employees. They should rearrange tasks to better align with their job role. This would help employees better understand what is expected of them in their roles and also result in increased productivity.

Hiring the Right Managers

Hiring a competent manager is crucial. The manager directly looks through all the functions of an employee. If the manager is incompetent or poorly skilled, he would not be able to maximize employee satisfaction. The right manager can motivate employees and derive the right end results.

Offering Salary Increases and Bonuses

An employer must ensure his employee feels valued. As an appreciation for their hard work, recognition of their performance, and in this case, a reward for their additional services, employers can choose to grant a bonus or offer a salary increment.

Talking to Your Employees

You can schedule a one-on-one meeting with the quiet quitter. Talk about their emotional needs, ask what they expect of the organization and openly discuss the factors that are contributing to them quiet quitting. This way, their issues can be rectified and you get to retain top talent.

Building Good Work Relationships

Building a positive professional relationship with employees can affect their satisfaction with the job. An employer’s good relationship with his employees is essential for the team, the organization and the overall work culture. Working with people you like is not only enjoyable, but it also boosts motivation and increases retention.

Can Employees Bring A Claim Against Their Employer For Quiet Quitting?

Generally speaking, no. Your employer cannot be held accountable for you quiet quitting your job. Nevertheless, an employee can bring a claim against his employer if consequently, he suffers any work-related injuries due to burnout.

The Takeaway

While quiet quitting causes disruption in the peaceful functioning of an organization, it is even more damaging for both the employee and the employer. Leaders must look for ways to address this issue and create a working environment that is inviting.