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Quiet Quitting: a new challenge

23/10/2024
Quiet Quitting Commitment Corporate Culture Wellness Balance Burnout Motivation Recognition Active Listening Growth Training Flexibility Learning

In recent months, a new phenomenon has emerged in the world of work: Quiet Quitting. This term refers to the growing trend among workers to do the bare minimum, formally fulfilling their duties but not investing extra energy or seeking opportunities for growth. Quiet Quitting does not necessarily imply resignation, but represents a kind of emotional and mental "disconnection" from work.

For HR, addressing Quiet Quitting is a complex challenge that requires rethinking strategies for employee engagement, culture and well-being.

THE CAUSES OF QUIET QUITTING

Quiet Quitting often results from a combination of job exhaustion, dissatisfaction, and lack of growth prospects, as well as reduced enthusiasm, productivity, and participation in company initiatives.

Some of the main causes are::

  • Burnout: an overload of work without adequate support or recognition
  • Lack of motivation: employees see no value in doing more than is required
  • Lack of recognition: the lack of incentives, promotions, or rewards for extra work can lead to an emotional disconnect
  • Toxic culture: work environments that do not value wellness or collaboration can cause employees to "disconnect”.

ENGAGEMENT AND MOTIVATION STRATEGY

HR needs to implement effective engagement strategies that can motivate employees and reduce disengagement.

Some of the possible actions are:

  • Continuing Education: investing in the professional development of employees through training programs or individual development plans can reignite motivation; EcosAgile Learning can be used to plan customized training paths that help employees develop new skills and close any gaps.
  • Growth Opportunities: employees need to see that there are real opportunities for career growth, so it is important to activate a structured talent management with EcosAgile Talent that enables performance assessment and employee growth;
  • Internal Communication: active listening and fostering a culture of dialog are key to understanding employee needs and identifying them early through communication channels.
  • Recognition and Rewards: celebrating employee achievements through bonuses, promotions, or simple certificates of merit can make a big difference.
  • Work flexibility: offering more autonomy and flexibility in work arrangements, such as flexible hours, can help employees better manage their work-life balance.

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