Asset issuer

zero

Dissatisfied woman in the office
Leadership & HR
17.07.2024 Gabriele Strasser 5741

What to do about Quiet Quitting?

Contrary to what the term might suggest, nobody puts a notice on the table when "quiet quitting". Rather, it is a quiet revolution against the hustle culture. It's about saying "no" to overtime, extra tasks and extra miles. The problem with this is that the boundaries to internal dismissal are fluid - and this is an unsatisfactory situation for employees and employers.

Read more in this article:

What is Quiet Quitting?

Quiet quitting does not necessarily describe the gradual departure from a job - without explicit notice, mind you - but rather the tendency as an employee not to go beyond the contractually agreed performance.

The phenomenon became a trend in the summer of 2022 with a video by young TikToker Zaid Khan that was clicked millions of times. He says: "Work is not your life. Your value is not defined by your productivity'. Quiet Quitters definitely like their job. They are just not ready for additional commitment. 

In a work culture where overtime is the norm, this trend has fallen on fertile ground, especially among young people. More and more employees are prioritizing their physical and mental health and taking care not to overwork themselves. This behavior often goes hand in hand with a certain dissatisfaction in the workplace and the desire to bring about change without conflict or fuss. 

 Emotional attachment to the employer is decreasing
  • The number of employees in Germany without an emotional attachment is at its highest level since 2012.
  • 19 percent of German employees were not emotionally attached in 2023 (5 percentage points more than in 2021)
  • Almost half (45 percent) are actively looking for a new job or are open to new challenges.
  • 7.3 million employees in Germany have resigned internally.

Source: Gallup Engagement Index Germany

What does Quiet Quitting mean for employees?

"Quiet quitting in the original sense enables motivated, goal-oriented and successful work. Those who belong to the group of quiet quitters are prepared to do extra work at times, drive projects forward and achieve goals. 

The situation is different for the group of people who have already quietly resigned: They no longer identify with their work. This can be seen, for example, in dwindling commitment, increasing dissatisfaction and social withdrawal in the working environment. 

Quiet quitting or inner resignation?

Is it about a healthy balance of overtime? Or are you staying in your job despite being very dissatisfied? The latter is not advisable in the long term, as passive persistence and silent withdrawal can lead to professional stagnation in the long term. As an employee, pay close attention to your symptoms so that you can take countermeasures in good time.  

Tips for employees: actively improve your professional situation

There are numerous ways to improve your professional situation before you resort to drastic measures such as resigning. This includes making a conscious decision to actively work on your career and take on new challenges. 

The first steps:

  • Talk to your superiors.
  • Actively look for new challenges within the company.
  • Expand your skills through further professional training.


 

What does Quiet Quitting mean for employers?

Quiet quitting can have considerable consequences for companies:

  • Loss of expertise
  • Declining motivation in the teams
  • Deterioration of the working atmosphere 

Given the general shortage of personnel, it is important to actively counteract this trend.

As an employer, how can I recognize internal dismissal?

Alarm signs of internal resignation can include reduced productivity, increased absenteeism and withdrawal from team activities. The good news is that "quiet quitting" is not an irreversible trend and employers can take effective countermeasures.

Managers can show through regular employee appraisals and an open communication culture : "I am interested in contributing to your job satisfaction". Constructive discussions about possible changes help to identify potential tendencies to leave at an early stage. 

Risks of Quiet Quitting

Quiet quitting may be a supposedly gentle alternative to the classic job change. But in the long term, such passive behavior is not beneficial for employees or employers. Quiet quitting can make employees in particular unhappy and ill in the long term.

Instead, it is important to understand the causes and challenges of quiet quitting and develop effective solution strategies. Appreciation and flexibility can best help to strengthen employee loyalty and sustainably improve productivity and job satisfaction.

Tips for employers: Strengthen loyalty to the company

Various measures are suitable for strengthening loyalty to the company and reducing fluctuation:

  • Create transparent communication within the company.
  • Encourage employee commitment and development.
  • Provide a supportive work environment by responding to employees' needs and feedback.
  • A new project or the prospect of further development is often enough for employees to identify more with the company again.

Linked assets

Nina Lizon Trainer

Nina Lizon

Business trainer & coach

As a business coach and trainer for managers, Nina Lizon works in organizations to promote an appreciative work culture and establish sustainable communication strategies. In Nina Lizon's experience, dissatisfaction among employees and in teams often arises because there is too little communication - and this can often be changed with simple means.