Quiet Quitting and what you can do about it

Quiet Quitting and what you can do about it

Avatar photo Amy Simpson | November 7, 2022

Quiet quitting has taken the corporate world by storm. Around 50 percent of the U.S. workforce is made up of quiet quitters, according to research from Gallup. For those unfamiliar with this term, quiet quitting is a newly coined idea that describes millions of people who are just meeting the requirements of their job descriptions and nothing more. Simply put, it involves employees setting boundaries by working within their job description with absolute precision.  

This viral idea impacts most jobs, as most require extra effort to collaborate with co-workers and meet the needs of customers.  

Employee engagement has dropped since the second half of 2021 as workers resigned in droves, especially managers, who were among the greatest drops.  

The increase in resignations relates to the vagueness of work expectations, a lack of growth opportunities and a disconnect from an organization’s mission and purpose—all of which signal a growing disconnect between employees and employers.  

Why are people quiet quitting? 

Quiet quitting isn’t an isolated event. Millennial and Gen Z workers are shifting their employee mindset. Rather than adapting their lives to their job, they now want a job that adapts to their lives, emphasizing a work-life balance where they can spend more time with their friends, families and personal hobbies.  

Such a new outlook is causing employees to feel less engaged in their roles than ever before. However, this doesn’t particularly mean employees no longer care about their employer or their roles, but rather that they no longer feel a connection.  

How to identify quiet quitting? 

There are several key signs to look out for when identifying quiet quitters. The fracture of the employee-employer is caused by unclear job descriptions, a lack of appreciation and recognition, an absence of development opportunities and learning, and disconnection from an employer’s purpose and mission. That said, how can you identify your quiet quitters? 

Remember, quiet quitters’ main driving force is employee disengagement. The first sign to look for is isolation from their co-workers. Work culture is cultivated by the connections we make and how we form relationships. Your isolated workers will typically skip all optional activities, be hard to reach and not take part in meetings.  

Quiet quitters will also refrain from company-wide activities such as group chats, mentoring programs, and team-building activities such as retreats.  

One of the plainest signs of quiet quitting is only meeting the minimum performance requirements. Not exceeding expectations often means the employee is not actively seeking a promotion and may not envision a long-term future with the company. Similar signs include not completing training or an unwillingness to accept constructive criticism.  

What to do about it 

Managers and top leadership are essential to combatting quiet quitting, and remote companies especially should be mindful of employee disconnect. Fostering a healthy work environment where employees are free to express themselves, collaborate and learn from their peers is essential to avoid quiet quitting.  

Managers should also ensure workloads are evenly distributed. Employee burnout often leads to quiet quitters who are more likely to avoid additional activities to meet deadlines. Second, be sure your internal communications are functional. If employees are unaware of company-wide activities, you should adjust your strategies to ensure they are promoted efficiently. Consider an internal newsletter or brief huddles to keep employees informed of opportunities.  

Additionally, employees want clear career paths and competitive compensation—both of which keep employees motivated to stay within your company and envision a long-term future. A lack of role clarity will eventually lead to burnout and workplace stress.  

Whether you’re a remote insurance company or not, respecting your employees’ time and allowing them to balance their lives with their jobs is the key to happy employees.  

Building a connected workforce is our priority at The James Allen Companies. We want to help you achieve smooth transitions for you and your new hire to avoid burnouts and quiet quitters. Reach out today to a recruiter to discover how we can help you nurture an engaging work experience.

About the Author

Avatar photo
Amy Simpson
Amy has more than a decade of experience successfully recruiting experienced insurance professionals. Her extensive expertise and network of contacts has allowed her to place highly skilled and nearly impossible to find candidates in underwriting, claims, loss control, sales, premium audit, marketing, human resources, IT and beyond. She loves the challenge of looking for someone who seems impossible to find. Amy is committed to exceeding her clients’ expectations and enjoys helping people to enhance their careers. Amy has two young children, Noah and Jonah, with her husband Marc. They love to travel and look forward to planning their next visit to Disney World.
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