When it comes to navigating the world of employee benefits, there’s a lot to take in, especially if you’re a first timer. Among the suite of benefits you’re likely to be offered, voluntary benefits are often misunderstood. What are Some Examples of Voluntary Benefits? Voluntary benefits include a variety of options, all designed to...
What is Quiet Quitting?
Quiet quitting is a term that has been gaining momentum, but what exactly is it? Quiet quitting is when an employee does the bare minimum or only the responsibilities within the description of their role and nothing else. Essentially, employees are performing their duties but not asking for additional responsibilities or going above and beyond what is expected of them. Those who choose to take on the “quiet quitting” mentality tend to be less invested in their role.
The Beginning of a Movement
The quiet quitting mentality comes from employees who are looking to reimagine what work could look like regarding work/life balance, job titles and career aspirations. More and more individuals are sharing their experiences and reasons for quiet quitting. Gallup reports that 18% of workers are actively disconnected from their work because they do not have most of their workplace needs met. These employees are often looking for roles elsewhere.
Affecting the Bottom Line
One might think that quiet quitting is not so bad, after all, employees are still accomplishing their tasks. The reality of quiet quitting, however, can cause extra work for everyone and cost an employer more money to hire and train new employees, as well as lose incoming revenue. When an individual decides to quiet quit, it is often because they are no longer engaged mentally and physically in their role. Doing so can cause additional strain on team members because they must ensure all projects are still being completed. This is a repeating cycle that employers must address.
Breaking the Cycle
Showing employees how your employees can add value to the company and offering praise will help reengage employees. Understanding the importance of one’s role will help picture how one fits into the company overall. Managers need to take an active role when it comes to employee morale and performance. Taking time to meet one on one with employees will help establish relationships and better understand what is going on within a team. Open communication is essential. Managers also need to realize that their performance affects their team. They must be open to feedback and be willing to adapt. Employers can inspire loyalty by offering competitive wages and benefits packages. When an employee is happy and feels like their needs are being met, they will have little reason to look elsewhere.
The information in this blog post is for educational purposes only. It is not investment, legal or tax advice. For legal or tax advice, you should consult your own counsel. To stay up to date on benefits trends and insights, subscribe to our blog.