How to avoid quiet quitting?

How to avoid quiet quitting?

By dayannastefanny

What is Quiet Quitting?

Silent termination, caused by many of the same underlying factors as actual resignation, refers to refusing tasks beyond assigned duties and/or reducing psychological involvement at work. Silent Quitters continue to perform their primary functions but are less willing to participate in activities known as civic action.

They refuse to go beyond that. But for many companies, an employee willing to do more is a key competitive advantage. The reality is that most jobs cannot be fully defined in job descriptions or formal contracts, leaving organizations dependent on employees to fulfill additional requirements as needed. So it’s not surprising that many executives have reacted so negatively to the trend of quietly resigning. In fact, many executives we spoke with argued that it’s hard to lose an employee who wants to leave, but not leaving is even worse. extraordinary time.

Moreover, doing too much can cost employees, but in healthy organizations, these costs are often offset by benefits such as increased social capital, well-being, and career success. Tacit termination suggests that workers increasingly feel that this commitment misses the point. As economic prospects deteriorate and traditional smoking cessation becomes less feasible for many people, this quiet option may become more popular.

Causes of Quiet Quitting:

Quiet resignation occurs when employees are in a state of “burnout” or what is popularly known as “being burned out“. A feeling of burnout at work can occur for a variety of reasons:

  • Burnout
  • Stress
  • Overtime
  • Presenteeism
  • Not being able to reconcile
  • Work overload

What actions invite the implementation of Quiet Quitting?

  1. Ask employees not to send messages or emails outside working hours.
  2. Ensure that deadlines are based on real business needs, not arbitrary deadlines.
  3. Offer unlimited paid time off and actively encourage workers to take it.
  4. Grant weekly downtime where people can take a longer lunch break.

How to avoid silent resignation in your company?


Recognizing the signs that your team is frustrated or depressed is key to avoiding silent resignations.

Labor Flexibility

Promoting labor flexibility is essential to avoid silent redundancy and the consequent brain drain in your company. Without going any further, flexible start times are an interesting tool not only to promote reconciliation between fathers and mothers, but also for productivity itself: more productive in the morning or in the afternoon.

Meaningful work

Essential. Arguably one of the best ways to avoid silent layoffs in your business. Having a manager who knows your work is worthwhile and appreciates a job well done is very important.

A Culture of Well-Being

In other words, encourage positive behavior within the organization, such as team building activities and practices like asking employees not to text them outside of work hours. In other words, encourage a true separation from work.


Communication within a company is very important. Honest and direct communication that considers all members of the organization. Behaviors that are fundamental to feeling part of a group and achieving satisfaction.

Redefine the main tasks of the job

A certain amount of progressive incumbency, i.e., the late prosperity of a second hand’s core functions over time, is natural. But especially after more than two years of pandemic-induced firefighting challenge, during which more and more activities that were once considered “beyond” have become expected of workers’ jobs, the incomes of the populating aspect may feel increasingly outweighed by the costs of the work.

Therefore, actuality is probably a good jiffy for managers to reassess employees’ core responsibilities to reveal with maximum delineation what incumbency is positively indispensable and what positively should be ascribed as extra. Then, managers can focus on motivating workers to perform their most essential job tasks at a lofty level while providing them with the opportunity to establish themselves outside the scope of their responsibilities.

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