Did you know that more than half of UK councils report having insignificant staffing levels…
If you don’t have a TikTok account you probably haven’t heard of the latest Gen Z phenomenon known as ‘quiet quitting’. However, if you’re currently in a managerial role, it’s definitely something you need to be aware of.
In this blog, we delve into the meaning of ‘quiet quitting’, as well as offering advice on how to identify and tackle it within your workplace.
What is quiet quitting?
In short, quiet quitting means putting in minimal effort at work or rather, just enough effort to meet the role requirements – but nothing more.
Alternatively it can be used to describe a situation where an employee consciously sets boundaries to improve work-life balance. For example, not responding to emails after work hours.
Some might go as far to say it is a movement against hustle culture.
Why is this happening now?
Since the Covid-19 pandemic, there has been a noticeable shift in peoples’ attitude towards the world of work. This is largely due to a shift in priorities as individuals – especially those who worked remotely – re-evaluated what was important to them.
It is no wonder, then, that we also saw the number of resignations spike dramatically during this turbulent era. In fact, some people argue that ‘quiet quitting’ is the next natural step following the ‘Great Resignation’.
What are the key signs of quiet quitting?
If you notice your colleagues doing any of the following, they could be quiet quitters:
Not contributing to meetings
General disinterest in their work
Isolation from other colleagues
Withdrawal from ‘extra circular’ such as company events and non-compulsory activities.
How can I improve the productivity of my team as an interim manager?
Wherever you stand on quiet quitting, it is definitely something you should be aware of – especially from a mental health point of view. If you think a member of your team has been displaying signs of disengagement recently, it may be time to step in. Here’s a few ideas:
Schedule a meeting to find out what is going on. It is important to note that this shouldn’t be conducted in an accusatory manner, unless the employee is genuinely not delivering.
Ensure there is open dialogue around workload and reinforce that as a manager you are there to support your team.
Consider whether that person is being paid fairly/in line with inflation etc.
Does your company offer flexible working? Ask yourself if this option would help improve mental wellbeing and productivity of staff.
Remind all colleagues of the mental health services available to them.
We hope you found this article helpful, and at the very least have learned some new Gen Z jargon!