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The Dangers of 'Quiet Quitters'


Posted by Insightlink on 04/17/23

You may call them "quiet quitters', "quit-and-stay", "soft quitters" or something else. But whatever you call them, the phenomenon is real and worrisome. In a September 2022 a Harvard Business Review article observed that, “Quiet quitters continue to fulfill their primary responsibilities, but they’re less willing to engage in activities known as citizenship behaviors: no more staying late, showing up early, or attending non-mandatory meetings.” In other words, they are disengaged from the mission, vision and values of the company and ultimately see their jobs as "just a job" and nothing more. If your organization has a large number of quiet quitters, that's a drain on morale and ultimately your ability to make a profit. So what can be done to solve the problem?

quiet quitting and what to do about it

Photo by Magnet.me on Unsplash

First, find out how many of your employees are disengaged
 

The proportion of disengaged employees in an organization can vary widely depending on various factors such as the industry, company culture, management practices, and the overall economic environment. However, according to a Gallup poll conducted in 2021, the global average for employee engagement is around 20%, which means that approximately 80% of the workforce is either not engaged or actively disengaged. This is a significant challenge for organizations, as disengaged employees can have a negative impact on productivity, customer satisfaction, and profitability. Therefore, it's important for companies to invest in initiatives to improve employee engagement and create a positive work environment to retain top talent and drive success.
 
Disengaged employees typically exhibit a range of behaviors that can be detrimental to the workplace, including:
 
  • Lack of motivation: Disengaged employees may lack enthusiasm or interest in their work, leading to a decrease in productivity and performance.
  • Absenteeism: Disengaged employees may frequently call in sick or take time off, leading to decreased productivity and increased costs for the employer.
  • Poor communication: Disengaged employees may avoid communicating with their colleagues, managers, or clients, which can lead to misunderstandings, delays, and mistakes.
  • Low morale: Disengaged employees may have a negative attitude towards their work, colleagues, or the company, leading to low morale and a toxic work environment.
  • Lack of initiative: Disengaged employees may be unwilling to take on new projects or initiatives, which can lead to stagnation and lack of growth.
  • Poor quality of work: Disengaged employees may produce lower quality work, leading to decreased customer satisfaction and loss of business.
  • Low engagement with the company: Disengaged employees may show little interest in the company's goals, values, or culture, leading to a lack of commitment and loyalty.
  • High turnover: Disengaged employees may leave the company frequently, leading to high turnover rates and increased costs for the employer.
 

A 4Cs employee survey can help identify actively disengaged employees in several ways:

 
Connection: The connection dimension of the survey measures the extent to which employees feel connected to their colleagues, managers, and the company. Disengaged employees may score low in this dimension, indicating that they feel isolated or disconnected from their coworkers and the organization.
 
Culture: The culture dimension measures the alignment between employee values and the company's values. Disengaged employees may score low in this dimension, indicating that they do not identify with the company culture or do not feel that the company's values align with their own.
 
Contribution: The contribution dimension measures the extent to which employees feel that their work is meaningful and valued. Disengaged employees may score low in this dimension, indicating that they feel that their work is not valued or that they do not have a sense of purpose in their role.
 
Career: The career dimension measures the opportunities for growth and development within the company. Disengaged employees may score low in this dimension, indicating that they do not feel that they have opportunities to advance or develop their skills and career within the company.
 
By analyzing the results of the comprehensive 4Cs survey, organizations can identify patterns and trends that may indicate disengagement among their employees. This information can then be used to develop targeted initiatives to address the underlying issues and improve employee engagement and satisfaction.
 

 

 

 

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Insightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.



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