Quiet Quitting: What Happens When Leaders Ignore Culture, Transparency and Work-life Balance
By now, you may have heard of the term “Quiet Quitting.” In short, “quiet quitters” clock in when they’re expected to, fulfill their assigned duties, and leave on time. This doesn’t sound like anything out of the ordinary, right? Well, for many employees, taking on work that exceeds their job description has become the norm. By “quietly quitting,” they are asserting their need for a better work-life balance, a workplace that aligns with their values, and a culture that puts its people first.
The way we see it, “quiet quitting” happens for a few different reasons: a workplace culture that does not align with the values of its staff, when job expectations are not communicated at the start with transparency, and employers who neglect work-life balance, flexibility, and compassion. The good news is “quiet quitting” presents an opportunity for employers to reframe their approach.
Throughout the pandemic, many employees have revaluated whether their personal values align with the values of their employers. In many cases, there has been misalignment, resulting in the “great resignation” that we saw last year. As the saying goes, “people quit their leaders, not their job.” For those individuals who did not go as far as resigning, many are engaging in “quiet quitting:” saying no to putting extra time and energy in their work and declining requests that go beyond what would reasonably be expected of a person in their role.
Employers, focusing on your workplace culture is critical – now more than ever. Quiet quitting is usually less about an employee’s unwillingness to go the extra mile, and more about a leader’s inability to create a workplace that employees want to work in. You want your employees to feel prioritized, safe and valued. Fostering connections with your staff members is so important! Think about ways you can show them empathy, support, and guidance. Always be willing to listen to and implement their feedback. Plan fun and inclusive team-building events. These are just a few ways to start building a positive workplace culture.
Employers need to be honest about their expectations from the beginning. Staff need to know their role and the tasks they are expected to complete, without constant surprises. Of course, unexpected emergencies come up and there are times when you may need to ask your staff to work beyond their duties. However, the problem arises when employees are asked to stay late or perform work outside their job description every single day. That is when staff begin to feel taken advantage of, and employees “quietly quit” to set boundaries and prevent burnout.
Many employees don’t want to return to pre-pandemic norms because they don’t see it as necessary. For many, the pandemic showed them that work can be done differently, in a way that provides more balance. Working from home allowed them to complete their work responsibilities while saving time and energy, helping them “show up” better for other aspects of their lives.
Recently many employers have been pressuring their staff to return to the office full-time. Employers, take the time to ask yourself- why? Is it really the best way to get the most out of your employees? Employees might have home circumstances that make working from the office a challenge. Being flexible and compassionate about individual situations can go a long way. If staff can effectively perform their job from home, and experience higher job satisfaction doing so, why not allow them to keep that arrangement? Perhaps there is a compromise worth exploring, maybe a flexible hybrid model that can be implemented.
Ultimately, the respect between the employer and employees needs to go both ways. Employers, if you build a positive culture, respect boundaries, and lead with transparency, compassion, and flexibility - your employees will help you by going the extra mile when the unexpected comes up. Employees are much less likely to “quietly quit” if they feel aligned with the values of their leader and have a healthy work-life balance.
Liked this blog? Check out this one on, “What Employers Should Know About Ontario’s Right to Disconnect Law.”