Quiet Quitting and 5 Ways to Prevent It From Happening

Quiet quitting is happening - whether it's from low job satisfaction or a lack of career growth.

Everybody seems to be talking about quiet quitting – and they have been anything but quiet about it. It’s the most discussed topic within our community since the Great Resignation. Despite its name, this silent epidemic is loudly making itself known to the workforce. In fact, there are probably employees “quiet quitting” at your workplace right now. From job satisfaction to not being challenged enough, there are dozens of reasons why employees might be quiet quitting. While this may not entail your employees packing up their things and slipping quietly out the door, it may just be costing your company just as much as if they were.

While it might seem like bad news, there is hope for positive change. In this blog, we have listed five ways employers can not only prevent quiet quitting from happening, but can strengthen employee satisfaction and career growth.


What is Quiet Quitting? 


At this point you’re probably wondering – what is quiet quitting? To many, it means solely performing the duties outlined within one’s work contract, and not striving to exceed expectations unless compensated to do so. Twenty-four year old engineer Zaid Khan explains it in his viral TikTok video, which brought worldwide attention to the movement. According to Khan, quiet quitting doesn’t mean outright quitting your job, but “quitting the idea of going above and beyond.” He goes on to explain that quiet quitting is less about actually quitting, but more about “still fulfilling your duties” while “no longer subscribing to the hustle culture mentality that work has to be your life.” 

As for the employees committed to the #quietquitting lifestyle, it often entails not responding to work calls or emails outside of business hours. In addition to arriving at work and leaving on time – no sooner, no later. Lastly, these employees often opt-out of company-hosted social activities such as happy hours or weekend philanthropy events. They intentionally choose to dedicate that time to their friends and family outside of work instead.


The Effects of Quiet Quitting


In theory, quiet quitting helps employees achieve an ideal work-life balance by executing what their jobs entails while setting healthy boundaries. Though in practice, quiet quitting looks different for everyone – and issues arise as the distinction between quiet quitting and employee disengagement grows increasingly blurred. 

A recent study confirmed this when it found that many quiet quitters fit Gallup’s definition of being ‘not engaged’ at work – people who do the minimum required and are psychologically detached from their job.  Additional research shows that employees who “quiet quit” often do so as a result of larger workplace issues. These issues usually go unchecked and lead to a noticeable fall in job satisfaction. Thus the real issue employers should worry about isn’t necessarily quiet quitting – but the job dissatisfaction induced by unfavorable work environments that causes it. 

Here at Bryq, we’ve compiled a list of five impactful changes your organization can make to shift its company culture to one that increases job satisfaction and prevents quiet quitting from happening in the first place. 


5 Ways to Increase Job Satisfaction and Prevent Quiet Quitting


1. Continue to Train Your Managers

Committed to improving employee job satisfaction? Taking a long, hard look at your organization’s managers is a great place to start. After all, researchers have found that managers are a leading factor in an employee’s experience and the most influential part of an organization.

Most companies’ training efforts are poured into new hires while 60% of first-time managers “never received any training when they transitioned into their first leadership role.” With this in mind, it’s hardly a surprise that “50% of managers in organizations are rated as ineffective.” Since fortifying the most influential change makers of your organization is never a bad investment, why not start now? 

Here are three strategies your organization can adopt today to equip its managers with the skills they need to better support their employees.

  • Partner with external consultants and provide the opportunity for all leaders to meet with a professional management coach.
  • Establish a company-wide mentor program to allow new managers to learn from those who are more experienced. 
  • Incorporate semi-annual workshops to ensure leaders are equipped to address the latest workplace needs. These include managing diverse, multigenerational, and remote/hybrid teams. 


2. Prioritize Diversity, Equity and Inclusion (DEI)

If your organization doesn’t already have a DEI strategy in place, then you might want to consider adopting one! DEI is no longer a pleasant work perk – it’s now a non-negotiable. A 2019 survey found that up to 70% of workers would look for a new job if their employer didn’t demonstrate a commitment to diversity. On the other hand, companies that do employ DEI initiatives and prioritize them as a part of their brand “are more likely to have employees with increased job satisfaction, higher levels of trust, and [who] are more engaged” within the workplace. 


3. Embrace Flexibility

The COVID-19 pandemic gave way to what we know as the Great Resignation, and is more recently referred to as the “Great Rethink”. During this time employees across the globe left their jobs in droves as they “were reconsidering what they want from an employer – and whether a job fits with their lifestyle and values.” Of these values, “flexibility” has been cited as one of the most sought-after. A 2022 study surveying 1,421 workers in Australia confirmed this when it found that “94% of those with the greatest flexibility [regarding where they work] said they were happy or very happy with this arrangement.” Because of this, we recommend adopting a hybrid-work model. This allows employees to work wherever they please, bringing drastic increases to employee morale and job satisfaction.


4. Show Appreciation Through Recognition and Rewards

Complimenting a team member on a job well-done is often seen as just a small act of kindness. Although small, experts say that these moments of deserved recognition truly go a long way. Research shows that when an opportunity for recognition is on the line, “employees are 2.7 times more likely to be highly engaged” within their work. Whereas, according to Gallup “employees who do not feel adequately recognized are twice as likely to say they’ll quit in the next year.” Making a habit out of recognizing the strengths of your team is an excellent way to show employee appreciation. It further shifts your company culture to one that motivates and supports employee growth.


5. Provide Opportunities for Growth and Development

Committing to the professional growth and development of your employees is one of the best approaches to combat quiet quitting. After all, one of the main reasons employees left their jobs in 2021 was a lack of career development. Companies can counteract this by adopting an internal-mobility approach when hiring for a new role. This sends a message that worker’s career advancement and employee retention are top priorities.  Organizations that possess internal talent management programs (like Bryq!) see a 41% increase in employee retention rates.


Committed to Constructive Change? Let Bryq Lead the Way


Contrary to what its name suggests, “quiet quitting” has never been about cutting corners or coasting by. In actuality, it’s a reaction to much larger issues surrounding work that have gone unchecked for far too long. As the needs of the global workforce change, it’s important for the nature of the workplace to change alongside it. 

Enforcing change might seem hard, but it’s much easier to implement when equipped with the right tools. With Bryq, you are able to use talent intelligence to predict performance and improve job fit between employees and roles. Features like Bryq’s 9-box model help promote talent mobility. This inspires employee engagement, work productivity and overall job satisfaction through upskilling and career development. The investment you make in your own employees far exceeds the potential loss you’ll face when they actually quit.

Click here to book your free demo with the Bryq team today! They’ll show you how you can revolutionize your talent management strategy and promote career development within your company.

Do you want to see how Talent Intelligence helps you create the Future of Work?

Book a meeting with our team today to find out!

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