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What Employers Need to Know About Quiet Quitting Now

Most of us have heard the term “Quiet Quitting” quite a bit recently. But what exactly is it? Quiet quitting is doing the job you were hired for and nothing more. A recent Gallup article defines quiet quitters as “being ‘not engaged’ at work — people who do the bare minimum and are psychologically detached from their job.” This trend is growing, with many employees not feeling the need to do anything beyond what is listed in the job description.


What are the stats?

Alarmingly, that same Gallup article classified 50% of the American workforce as quiet quitters or “disengaged.” As of the end of the second quarter in 2022, 18% of the American workforce was classified as “actively disengaged,” which us up from 14% in 2020.


Why is this happening? Quiet quitting is caused by low motivation at work. Oftentimes, a job is lacking something which causes a drop in motivation. Gallup lists factors like a lack of clarity of expectations, missing opportunities to learn and grow, employees not feeling cared about, and not having a connection to the organization’s mission and purpose. Burnout, lack of challenge and poor working environments/company culture are also strong contributing factors.

What can employers do about it? Chances are there are some “quiet quitters” in your organization. The biggest way to combat quiet quitting is to put your employees first. Boosting employee satisfaction can lead to better employee output, which results in more satisfied clients. Here are four things employers can do to increase employee satisfaction to prevent or address quiet quitting.

1. Establish an open-door communication policy if you don’t already have one in place. Allowing your employees to provide feedback, in a way that makes them feel heard, will help them feel valued in the workplace. It is also important to give employees recognition for the work that they have been doing.

2. Provide flexibility.

In a tight job market candidates are more selective about the opportunities they consider. We often hear from candidates that they will not consider jobs that are not remote or without a hybrid option. Flexible working options and facilitating a culture that supports a work life balance are crucial ways to boost employee satisfaction.

3. Provide your employees a reason to stay.

Employees love learning and development options. By providing a way for employees to invest in themselves, you are helping them to identify a long-term future with your company.


4. Build a good team.

A happy team is a successful team. Pay attention to the types of people you are hiring and ensure their values align with yours. Good chemistry results in a better team morale and overall working environment.

Quiet quitting is happening all over the place, but it does not have to happen in your workplace. The more your organization can do to boost employee satisfaction, the bigger chance you have of maintaining a happy, productive, and successful team.

Employee satisfaction is a multi-faceted issue that is different for every organization. Our team of experts is ready to help you with ideas and tactics to increase employee satisfaction. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to speak with one of our experts.

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