Quiet Quitting- Should HR Managers Be Worried?

Written by Samita Nayak

Ever since the pandemic, the world has seen a huge transformation in the workplace environment. Nowadays, people are more focused on establishing better work-life boundaries instead of trying to break their backs to surpass expectations.  

It all started during work from home when employees had a taste of freedom. Work from home prompted the workforce to think about what work means to them and how they can align the job with their values.  

While leaders haven’t still recovered from the shock of the Great Resignation, there is another trend emerging called Quiet Quitting. Is it really a trend and should HR managers be worried about it? Find your answers here in this article. 

ALSO READ: 3 Hiring Trends Every HR Managers Must Keep an Eye on 

What is Quiet Quitting? 

When an employee is Quiet Quitting, it means that they are physically present at the workplace but have made up their mind to do minimum work, stay employed and collect their paycheck. 

Lauren Berry, People and Culture Manager at the people-management platform, Employment Hero, says “This idea of quiet quitting could be considered a subset of the Great Resignation as this concept speaks to that ongoing trend that has come out of COVID.” 

She continues, “Individuals are re-evaluating their priorities and their work is front and center of that re-evaluation for the first time in many years. Many things have changed, and there is a greater desire for flexibility, putting more boundaries between work and life, and shifting the mindset from living to work to working to live.” 

Is Quiet Quitting Really a New Trend? 

The concept of quiet quitting has been around for quite some time now. But unlike the great resignation, there isn’t a vivid description of it. It usually speaks about the people who got exhausted from work and stopped doing the extra ones. The only difference is that this behavior has got itself a name. 

How to Deal With Quiet Quitting in Your Organization?  

Here are a few ways HR managers can deal with quiet quitting in their organization. 

Preventing Burnout 

Managers must prevent burnout in people. They can put up boundaries around work, especially for the employees who are working from home. They should ensure that the work is done on time but without affecting the personal life of employees. 

Promote Work-Life Balance 

People are more productive when they rest properly. That’s why managers should allow employees the opportunity to take breaks every once in a while so that they can recharge and come back to work with a fresh mind. A good work-life balance can help boost productivity. 

Pay Attention to their Needs 

Managers these days should readjust their expectations. Understand that employees don’t want to work overtime anymore. They just want flexibility in work and spending time with their families. So, give them what they want and they might stay in your organization for a longer time. 

To Sum Up 

As an HR manager, you should only be concerned about one thing and that is managing performance and output. If your employees are doing their work just fine, there’s nothing wrong with allowing them to take breaks or work from home. Trust them and let them manage their time in the best way they can. By doing this, they don’t have to worry about quiet quitting at all. 

Leave a Comment