by Bright Ewuru | Nov 23, 2022 | Articles
A new wave seems to have blown across the face of the global workforce, where some employees are adopting a “bare minimum” approach to work, exposing low productivity levels and employee morale. The term “quiet quitting” can be seen everywhere. (Just watch this now-viral video of a TikToker.)
While the term might be somewhat new, the spirit behind it isn’t. The fact that employees can lose gusto at work and then resort to doing just enough to get by is as old as employment itself.
Since quiet quitting has become a buzzword in recent times, it’s worthwhile to unpack its actual meaning, its causes, and how we can combat it, specifically, the simple act of employee recognition to drive engagement within your team.
Employee quiet quitting, also termed soft quitting or ghost quitting, refers to a non-committal approach to work.
It involves an employee doing the barest minimum to meet their job requirements. It doesn’t mean that the employee is actually quitting the job; they continue to collect their paycheck. However, they put in only the time and effort necessary without going above and beyond.
In this state, employees are disengaged and psychologically disconnected from the job even though they show up; that’s why it’s called quiet quitting.
According to Gallup, at least 50% of the US workforce consists of quiet quitters. Worse still, up to 85% of employees worldwide could be quiet quitting as, in the UK, only 8% are actively engaged at work while in Western Europe, only 10% are.
What does this mean? It’s no secret that disengaged employees are bad for business. Data reveal that soft quitting costs US businesses $450 to $500 billion annually and leads to company losses of up to $1.5 trillion annually on a global scale. Additionally, the US Bureau of Labour Statistics has noted a 74-year-low in national worker productivity.
Without mincing words, quiet quitting can be destructive to both the organisational purse and the national economy.
It’s necessary to mention that quiet quitting is not actually the problem. It’s only a signal that something is wrong. Various factors are responsible for the disconnection and loss of dedication that characterise quiet quitting. This includes:
Any of these can trigger disengagement from work.
Lack of employee recognition is one of the causes of employee quiet quitting. Your employees’ dedication could wane if they don’t feel seen. Some 79% of the respondents to research by O. C. Tanner stated that they would end their quiet quitting if they were better recognised for their contributions.
From a statistical standpoint, this implies that employee recognition could be the cure for quiet quitting and most of its concomitant problems. Employee recognition tends to a significant human need – the need to be appreciated. By default, your team members expect acknowledgement for their enthusiasm, dexterity and efforts.
Below are pointers that demonstrate why employee recognition is important and how it can address quiet quitting.
The prime importance of employee recognition is that it strikes at the very heart of quiet quitting by rekindling employee engagement. Appreciating employees makes employees feel valued in the organisation.
Taking the necessary steps to acknowledge your workforce ignites and maintains their dedication to your brand. Instead of regarding your organisation as just a source of their paycheck, they align themselves with its vision and goals. As a result, your company’s concerns become their concerns and they will go above and beyond to perform their duties.
According to the SHRM Globoforce Employee Recognition Survey, 85% of companies that spend on recognition experience a remarkable increase in employee engagement.
Ever wondered why most sports teams always have their fans cheering them on as they play? Why do kids strive to do better when congratulated for their actions? In simple terms, recognition encourages its recipient. Acknowledging your employees spurs them to intensify their efforts to achieve your brand’s goals.
Also, employee recognition is a natural form of feedback that reinforces certain forms of behaviour. Giving your employees the “thumbs up” for projects well-executed and for nifty strategies implemented signals they are welcome to do such again should the need arise.
It’s easy for people to lose steam and get irritated when their efforts go unnoticed. Demonstrating your gratitude for your employees’ endeavours has a cooling effect on them, particularly when they’ve been firing on all cylinders for extended periods of time. The SHRM survey records that companies with effective recognition programs in place experience 28.6% lower frustration levels than those without.
Frustration, burnout and stress are some of the root causes of employee quiet quitting. A solid employee recognition program applauds the employees and celebrates them for their work. This gives them greater professional stamina and mollifies the feelings of exhaustion and frustration.
Employees might resort to quiet quitting if they find the work environment to be psychologically unsafe. Both leader-to-employee recognition and peer-to-peer recognition create a culture of respect, acceptance and appreciation. Gestures of acknowledgement indicate that the employee is seen as a significant part of the organisation.
Each employee will feel free to share their opinions and weigh in on any issues at work. This erases any unnecessary tension that might cause employees to ghost quit on the company.
The truth is that most people want to work, but the work environment can become draining for different reasons. With better insight into the importance of employee recognition and how it can cure quiet quitting, it behoves you to create a culture of recognition in your company today to reinject or maintain the engagement in your workforce.
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