The term quiet quitting became popular in July 2022 when a TikTok video created by Zaiad Khan went viral. In the video, Khan talks about reclaiming a healthier work/life balance and “quitting the idea of going above and beyond.” Since its release it has gained millions of views, so it’s safe to say the idea clearly resonates with many people.
Unlike the name would suggest, quiet quitting isn’t about employees who are silently leaving their jobs, without any warning. Instead, it is about simply just doing enough and no more. Rather than going above and beyond what is required, quiet quitters are doing the bare minimum, clocking in and out of work on time and avoiding after hours opportunities.
But what is it that actually makes employees want to go that extra mile in their respective roles? There are various answers to this question and in many ways, there isn’t a one size that fits all approach as it depends on the individual in question. But for the most part, employees are motivated by:
- Feeling that the tasks they carry out for their job is of use
- Feeling like they are making a difference
- Feeling appreciated for the efforts they make
- Feeling trusted to do their job and not being micro-managed
- Feeling part of a team and that there is support available if needed
- Feeling like they know where it is that they fit within the organisation
While there is little doubt that the pandemic has prompted the issue of quiet quitting, there have been signs that this has been simmering for some time. However, instead of focusing on when this really started taking prominence, companies should look at how they can retain and engage their existing workforce. The answer? An effective performance management process.
Here, we have broken it down to four key areas to focus on in your performance management journey when tackling quiet quitting.
- Regular reviews and check-ins
Trust is built and nurtured between managers and employees when there is frequent conversations and check-ins that highlights where progress can be made and addresses any issues that may arise swiftly.
- Effective goal setting
Managers and employees should work collaboratively to set objectives that will focus and demonstrate how an employee’s efforts link to the overall goals of the organisation.
- Timely feedback
Similar to the last point, when an employee understands what aspects of their job they excel in and what areas they need to improve upon, it will enable them to perform more effectively. It is here that managers and employees can discuss learning and development opportunities.
- Recognition
When employees feel appreciated for the efforts they make on the job, they will go above and beyond what is expected of them on future tasks and projects.
Putting time aside to build trust and understanding should be a priority for all managers. Therefore, the relationship between managers and employees is the most pivotal one when addressing the issue of quiet quitting.
Introducing regular performance reviews and check-ins where all the above can be discussed ensures that employees don’t feel forgotten or overlooked. This is more relevant now than ever before with many organisations embracing remote and/or hybrid working environments.
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Are you looking to transform your organisation’s performance management, retain your top talent or even improve on your company culture? Our Tandem can help. To get started, all you have to do is book a free demo here with one of our performance management experts at a time that suits you.
