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"Quiet Quitting" started as a social media movement in 2020 to refer to employees doing the bare minimum requirements for their position and rejecting engagement strategies or opportunities for advancement.
Why are we still talking about this?
Although the social media trend cycle may have moved on, data from large analysts like Gallup are starting to emerge regarding the real and lasting effects that Quiet Quitting may have on employee retention and engagement strategies.
Is Quiet Quitting actually happening?
Gallup's recent State of the Global Workplace Report divides global workforce engagement into the following categories:
Thriving at work (engaged): 23%
Quiet quitting (not engaged): 59%
Loud quitting (actively disengaged): 18%
Among US workers specifically, the percentage of Quiet Quitters decreases slightly to 50% – but that still shows that at least half of the workforce is unwilling to engage in their workplace beyond what is absolutely necessary to remain employed.
Why is this trend significant?
Employers across industries are facing significant employee turnover rates. Fostering a positive workplace culture is crucial to securing employee retention and decreasing turnover costs. Quiet Quitters represent an opportunity for leadership to embrace changes that encourage and inspire members of their team.
This does not necessarily mean spending more money on pay and benefits – in fact, Gallup found that out of global employees identified as Quiet Quitters, 41% would be more likely to switch to the "engaged" category if their workplace implemented a few culture shifts, including:
Making managers more approachable.
Recognizing employees for contributions.
Granting more autonomy and stimulating creativity.
Clarifying goals and career advancement opportunities.
Bottom line: The workforce is changing
Unlike in previous years, employees are now demonstrating that they would rather be unemployed than remain in a job they don't like. Quiet Quitting is a signal to employers that workplace culture and employee wellbeing is just as important – if not more so – than financial compensation.
If you're interested in creative ways to engage your workforce, let us know!
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