Vigor

Patricia Rosado

The subject of quiet quitting has been demanding the attention of human resources professionals. As it is relatively new, there are many doubts and speculations regarding the topic: some relate it to Generation Z due to the notoriety it gained through TikTok or even because of the COVID-19 pandemic. I'm sharing my experience and what I wanted to learn about the subject here.

So, what is quiet quitting?

Quiet quitting is a strategy in which the employee works only the necessary amount until being fired instead of leaving voluntarily. This tactic can be adopted by people dissatisfied with the balance between personal and professional life or with the work environment. Although it can benefit the employee, allowing them to gradually distance themselves from work and seek new opportunities, it can harm the company, resulting in loss of productivity and morale of the team.

It is essential to pay attention to the signs of quiet quitting, as it can entail various risks for companies, such as loss of qualified talent, decreased productivity and reduced motivation and engagement of other employees. In addition, quiet quitting can harm the company's image internally and externally, leading to loss of trust of employees in leadership and the company, as well as negative comments from former employees and difficulty in attracting and retaining talent.

In summary, quiet quitting may indicate that the company must improve its work environment and organizational culture. If many employees are leaving silently, it may be a sign of problems that need to be better analyzed.

Is quiet quitting a post-pandemic effect?

The COVID-19 pandemic may have exacerbated the situation of quiet quitting in some companies, as many professionals faced additional challenges and stress in their personal and professional lives. However, it is important to note that this issue existed before the pandemic. With the need to adopt remote work or reduce the workforce, what may have happened is an increase in the feeling of isolation and disengagement of employees, leading to a greater risk of quiet quitting.

“Quiet quitting may indicate that the company must improve its work environment and organizational culture.”

Some people believe that remote work favors disengagement. However, it is worth noting that it can increase and decrease employee engagement, depending on how it is managed. Research indicates that working from home can increase motivation, allowing employees more flexibility and autonomy. On the other hand, this type of work can also lead to a greater sense of isolation and disconnection from colleagues and the company. What is needed are effective initiatives and actions that keep employees engaged and connected to the company, regardless of the adopted work model.

What about Generation Z, is it correct to say they are more prone to quite quitting?

Generation Z is known for valuing flexibility and balance between personal and professional life at work and preferring collaborative and inclusive environments. With advanced technological skills, they admire transparency and authenticity in the workplace. However, they need help adapting to the current work model, such as developing interpersonal and communication skills.

Although the emotional intelligence of Generation Z at work may vary from person to person, in general, they tend to express their emotions openly and honestly. In addition, research indicates that this generation may be more sensitive to exhaustion and work overload. And for this reason, they may be adopting the "quit quitting" strategy in response to dissatisfaction with the "live to work" lifestyle and searching for a balance between personal and professional life. In this aspect, there are similarities with Millennials, but perhaps the difference is that Generation Z tends to be more restless and seeks new opportunities if they are unhappy. Some also have lower resilience to deal with frustrations, while Millennials brings more concern for financial stability.

It is essential to remember that everyone is unique and may have different reasons for leaving a job, regardless of the generation they belong to. Companies should be open to listening and responding to the needs of employees to create a healthy and productive work environment.

How to face quiet quitting?

To avoid quiet quitting, companies can adopt various measures. One is to create a more collaborative and inclusive work environment where employees feel valued and recognized for their performance. In addition, it is important to offer professional development opportunities to keep them motivated and engaged. It is also essential to promote a healthy balance between personal and professional life for employees through flexible work policies.

Another critical action is to encourage open and honest communication between teams and leadership to resolve problems before they become insurmountable. Companies must be attentive to signs of dissatisfaction and stress in the workplace to provide the support they need.

Finally, each company has its own culture and may need to adopt different approaches, so the most important thing is to identify the signs and work proactively to take care of its employees.