The term “quiet quitting” has an outcome in many forms, such as reduction in productivity, absenteeism in meetings, team huddles, failure to contribute to team projects, reaching out late, and dispersing early from the office. Around 1 in every 5 employees have adopted the mindset of quiet quitting due to personal reasons, some may feel that they are undervalued by their organization while others may feel that their work-life balance is compromised by their role and responsibilities in the company.
Preventing Quiet Quitting
Human Resource Managers play a critical role in every organization by making it a great place to work and they prevent employees from quiet quitting. Below mentioned are a few ways:
- Minimizing the workload and keeping it short-term: Employees who are quiet quitters are easily burned out due to high work pressure, they feel that their tasks are never-ending. Human resource managers can help them by minimizing their workload by allocating fewer tasks.
- Compensation and rewards: Some struggling employees may feel to quiet quit as they tend to be dissatisfied with the work pay and lack of incentives. Human resource managers can recognize the efforts, and motivate the employees with proper compensation and the prospect of promotion. Providing incentives can be a great way to boost the morale of the employees and help them to stay engaged.
- Building a good connection with employees: Keeping the employees close and building a good relationship with the team can help to prevent quiet quitting. Creating a good rapport and initiating an open-ended conversation is a healthy way to establish a good connection. Human resource managers who can do this well may always keep their workforce engaged and focused on the goals. Inviting them to share ideas, plan together, and resolve problems can easily create a sense of community.
- Provide a support system and listen to the employees: Workers who feel that they are undervalued by their organization may lose interest and develop into quiet quitters. The managers can provide a support system that can assist the employees in their time of need, and creating a positive and influential work culture may help them to work with prosperity.
The prevention of quiet quitting can be done by looking after the well-being of employees, listening and addressing their concerns, and responding with action. The company must allow flexibility in the work schedule, improve work culture, provide work opportunities, encourage teamwork and provide mental support to all employees.
Human resource managers help to determine several organizational processes from hiring to training to employee compensation. The demand for human resource managers is tremendously growing and is projected to grow continuously at a higher rate over the next decade. Rising demand is a signal that it is a good time to get into the industry, skilled human resource managers are capable of earning excellent salaries.
