5 Tips To Prevent Quiet Quitting

In this blog, you will learn:

• What quiet quitting is.
• 5 tips to prevent quiet quitting.
• Signs of quiet quitting.
• How quiet quitting impacts the workplace.
• Where the latest jobs are and how to apply for them.

What is quiet quitting?

The phrase ‘quiet quitting’ emerged on social media in 2022, and is used to describe the act of showing up to work with the intention of only doing what is required in your job description, and not going above and beyond. Although it’s always been an issue in all workplaces, now that it has been given a name, it has been brought to the attention of business leaders.

According to recent research from BetterUp, 1 in 3 UK workers are quiet quitting and therefore only put in the bare minimum to keep their job. It’s thought that quiet quitters may not actually quit their job but they will put in the minimum effort to get by.

But what is causing this trend to take off and how can you spot the signs of quiet quitting and address this new phenomenon? 

Throughout this blog, we delve into effective tips to prevent employee disengagement, reduce employee turnover, and boost productivity in your organisation.

5 tips to prevent quiet quitting

5 tips to prevent quiet quitting include:

• More active managers.
• Motivate employees.
• Recognise achievements.
• Foster a positive environment.
• Offer better benefits.

More active managers

Quiet quitting can be a symptom of poor leadership, therefore it is important to address manager engagement and conduct regular one to one conversations, reviews or meetings with employees. 

Managers must play an active role in employees' lives and careers to help reduce disengagement and better understand what employees need and feel. 

Motivate employees

According to BetterUp, 16% of quiet quitters lack a sense of purpose at work and 13% lack the motivation to learn and grow in their role. Ensure employees understand the importance of their role and the value in the work they do. Motivate and support employees in their career progression and provide opportunities for development. 

Recognise achievements

When employees feel overworked, underpaid and underappreciated, it can affect their attitude and engagement and result in quiet quitting. Managers should understand and recognise employees as individuals e.g. their goals, strengths and current workload. Show your appreciation by recognising employee achievements and acknowledging success. 

Foster a positive environment

Workplace culture was found to be one of the leading factors that influence quiet quitting. This highlights the need for employers to consider fostering a positive and inclusive work environment where employees feel important and valued. 

Why not host a team building day, or organise a day out, to give employees the opportunity to engage and communicate with each other in a positive environment? 

Offer better benefits

A lack of company benefits can negatively impact a person’s attitude to work and increase disengagement. According to BetterUp, 22% of small and medium-sized enterprises rated health and wellbeing benefits as being critical for ensuring high workplace productivity. 

Signs of quiet quitting

These are the common signs of quiet quitting:

• Begin to opt out of tasks or turn down work outside of their job description.
• Don’t speak up in meetings unless addressed directly.
• Don’t volunteer for tasks.
• Less willing to engage in activities.
• Appear less interested in career progression.
• Avoid opportunities to discuss professional growth.
• Refuse to work overtime.
• Appear cynical or disengaged.
• Take more than the usual number of sick days and are absent more.
• Isolate themselves from the rest of the team and avoid social events.

It’s important to highlight that just because employees aren’t staying late at the office or responding to emails on the weekend doesn’t mean they aren’t motivated and engaged with their work. 

How to find out if quiet quitting is happening at your company

To find out if quiet quitting is happening at your company: 

• It could be worth sending out employee engagement surveys to help you spot any indications of quiet quitters in your workplace.
• Foster an environment that is welcoming, open and communicative to encourage employees to speak out if they have any problems or feel disengaged at work. This would mean that you as an employer wouldn't have to approach staff with every concern.
• Measure productivity and profitability and look out for the signs or indications of disengaged workers. Communicate with staff and ask if they need any support or additional resources.
• Speak to employees individually on a regular basis and not just when you see signs of quiet quitting. Ensure employees are satisfied with their current workload and their role in the organisation.

How quiet quitting impacts the workplace

Although it is an alternative to resigning, quiet quitting can be just as bad as the real thing because it is becoming increasingly common.

Quiet quitting is driven by the same factors as regular quitting and therefore could be an indication that an individual is unfulfilled, stressed or lacks motivation.

As a result, quiet quitters are depriving themselves of a voice in the workplace which could prevent them from improving their current situation or put their job at risk. Quiet quitters are only adhering to their job description and avoiding taking on additional tasks, but for companies to be successful, they need a strong and committed workforce who are willing to go the extra mile!

Quiet quitting in the workplace could also hurt company morale as it could cause a rift between other employees who are burdened with taking on the extra work instead. Low morale can result in a reduction in productivity and an increase in even more quiet quitters.

Recruitment services

Searching for diverse, qualified and talented professionals to join your team? If you’re struggling to fill a role, why not check out our recruitment services or speak to one of our consultants who will be able to help. 

Time for a new job?

If you think you’re quiet quitting and it’s time for a change in career direction, why not take a look at all the latest jobs available? Alternatively, upload your CV and one of our consultants will be in touch when a relevant opportunity becomes available. 

Already got an interview lined up? Check out what you should take to an interview and what to do and what not to do in an interview.  

Who is Spencer Clarke Group?

Based in the heart of Lancashire, we are more than just a recruitment industry. We understand the value of matching candidates to clients, but we are passionate about finding roles that better people’s lives in a positive way.

It isn’t just about finding candidates a job with the ability to boost their salary, it’s crucial that we match them to a job that will also increase their work life balance, better their mental health and improve their standard of living.

As we continue to challenge the norm and grow as an organisation, we want to positively influence all and help shape a better and brighter future for all.

We operate in two sectors:

Private Sector

Public Sector 

In eleven specialisms:

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