The new 'quiet quitting' trend in the workplace has employers and HR professionals on alert. Here are some actions leaders can take in regard to this employee mindset.
Other business leaders maintain that a policy-in-place approach to quiet quitters in their company can help this growing issue.
"Recognizing and addressing quiet quitting requires a proactive and attentive approach," Tom Miller, co-founder and CEO of ClearForce, in Vienna, Va."When employees feel recognized and appreciated for their contributions, they’re happier and more productive," said one CEO."Implementing and leveraging the use of secure and confidential reporting systems can catch behavioral warning signs, in a compliant manner, of someone who is quiet quitting," he continued.
"In any of those scenarios, the leadership team, HR and managers should keep an eye on whether it is actually quiet quitting — or if there are larger systemic issues that need to be addressed," she emphasized.Quiet quitting can impact both small and large companies. Manzo said that this new employee-driven trend is forcing businesses to take a deeper look at employee retention and identify strategies to retain employees and engage them fully in their work. "From a business perspective, employees [who are quiet quitters] can cost the company in many ways, including lost productivity, poor employee morale, a broken company culture and high turnover, which are all detrimental to a company’s bottom line," he said.
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