The buzz about quiet quitting…
The phrase is all over the media and social networks, but what is “quiet quitting”? Simply, it is employees who come in on time, contribute and excel at their job duties but want to have the “off” button when it comes to their evenings, weekends, and especially Paid Time Off.
Despite the click-bait headlines out there, quiet quitting isn’t about workers slacking off or doing the bare minimum. Still, it’s a good time to reflect as a leader on what employees who opt for “quiet quitting” are telling you and what you can do. First, recognize and reward the work they do. If you are asking them to go “above and beyond,” acknowledge it and make sure you compensate them for it – or remove something else from their plate to allow time within their work hours to get it done.
Support their desire to have that “off switch” between work and life. Here are some quick ways to do it:
Have a no-email-on-vacation rule. Expect employees to “turn it off,” leave the laptop behind, and ensure that others do not interrupt their unplugged time.
Avoid evening and weekend emails from leaders. If you must work off hours, use the delivery time feature on email programs to ensure the message reaches employees during regular business hours.
Ensure that the job you have hired an employee to do can be done in their 40-hour work week. If it can’t or is temporarily more, clearly state that you understand that you are asking more of them and find a reward that works for both of you. Some examples could be a day off when a project is complete (or additional staff is hired) or monetary compensation.
Build a trusted relationship with employees that understands their outside of work commitments. Showing flexibility for their needs will result in them being flexible when you need them.
Should it come to “quiet quitting?” Or is it just how employees are communicating, “You hired me to do X in 40 hours a week, and I will do X to the best of my ability during that timeframe. But I will no longer take it home and worry about it in my off-hours.”.
Leaders, take note. Employees are telling you exactly what they want from you. It is up to you to make the work hours productive and allow the “off switch” to happen for those who work for you.