Setting boundaries to establish work-life balance<\/a>, while remaining involved at work, can be good for individuals. It can also, perhaps counterintuitively, benefit the business as it avoids employee burnout.<\/p>\n On the other hand, having active employees who are not adding much value is detrimental. When quiet quitting<\/a> reflects unengaged workers doing the bare minimum, it can undermine productivity, collaboration, and innovation. Regrettably, according to Gallup\u2019s 2022 State of the Global Workplace survey<\/a>, the number of actively disengaged workers is on the rise. With low engagement costing the global economy $7.8 trillion, according to Gallup, you need to know what leads to quiet quitting if you hope to counter it.<\/p>\n Every individual has their own reasons for becoming disengaged or deciding to \u201cphone it in.\u201d Still, there are several consistent causes of quiet quitting<\/a> identified in industry publications and firsthand accounts. In this section, we will outline the main ones.<\/p>\n Burnout<\/strong><\/p>\n Burnout<\/a> is a global concern. McKinsey\u2019s Erica Coe describes it as \u201ca chronic imbalance between your job demands\u2014for example, how heavy your workload pressure is\u2014and your job resources.\u201d The coleader of McKinsey\u2019s Health Institute<\/a> notes this imbalance is often correlated with anxiety and depression.<\/p>\n Excess workload and a lack of boundaries can erode worker motivation. Couple that with insufficient support from managers, and you could have employee dissatisfaction tipping over into quiet quitting.<\/p>\n Poor compensation<\/strong><\/p>\n Financial stress is a big source of worry for employees. With financial well-being a top-of-mind concern for the majority of workers, employee dissatisfaction can take root in anxiety about compensation. A PwC survey, cited in an HR Executive article<\/a>, found that financial anxieties impact many facets of our day to day, including mental health, sleep, self-esteem, physical health, relationships at home, and productivity and attendance at work.<\/p>\n Compensation concerns aren\u2019t only about the money. To employees, uncompetitive pay can demonstrate a lack of respect. If they feel that their output isn\u2019t valued, they could decide to scale back their performance.<\/p>\n Lack of mobility<\/strong><\/p>\n This may just be a perception, but it is a damaging one. Writing in Fast Company<\/a>, Gloat Research Group CEO Ben Reuveni cites RandStand reporting \u201c43% [of employees surveyed] say they don\u2019t have enough opportunities for internal mobility.\u201d<\/p>\n In Gloat\u2019s own research<\/a>, \u201cmore than 1 in 4 workers are struggling to find relevant skill-building opportunities.\u201d Further, 54% reported their current role \u201cdoesn\u2019t make good use of their skills.\u201d Yet, Reuveni notes, \u201ctoday\u2019s employees want opportunities to learn, grow, and find fulfillment in their work.\u201d<\/p>\n Difficult work environment<\/strong><\/p>\n Stifled growth or the feeling that there is little opportunity for forward movement can contribute to a difficult work environment. However, there are many other elements that can negatively impact the employee\u2019s well-being. Bad leadership and unmotivated coworkers can make for what\u2019s commonly called a toxic work environment<\/a>. Rapid employee turnover can be problematic as well.<\/p>\n If someone feels unsafe or excluded (either by cliques and gossipy behavior or lack of diversity and inclusion<\/a>) this can also breed low morale and lead to quiet quitting.<\/p>\n To counter the stress, boredom, or toxicity that can result in quiet quitting, companies need to send a clear message that they care about their work community. These strategies can help:<\/p>\n Moderate workload<\/strong><\/p>\n Busy is one thing; burnout is another. Supervisors can work to ensure that certain employees aren\u2019t overburdened<\/a>. By setting clear expectations, which emphasize the importance of employee well-being<\/a>, you can establish a culture that encourages work-life balance.<\/p>\n If someone is constantly working late or on weekends, find out why. Perhaps they have too much assigned, need more instruction, or resources need to be differently allocated. Take steps to address the workload overload. If you can\u2019t do so, at least openly discuss the duration of the extra responsibility and consider compensating the individual accordingly.<\/p>\n Look out for changes in behavior<\/strong><\/p>\n Since quiet quitters are seldom your biggest underperformers, you may not even immediately notice when people start down this path. Keep an eye out for individuals who have stopped proposing new ideas, volunteering for projects, speaking up in meetings, pursuing continuing education, or participating in social activities with coworkers.<\/p>\n Address pay discrepancies<\/strong><\/p>\n Wage inflation, a nationwide talent shortage in many industries, and an increasing cost of living can all impact employee views of appropriate compensation. McKinsey\u2019s talent experts recommend \u201csuper transparent\u201d discussions about salaries with individuals. McKinsey’s Bill Schaninger, on the McKinsey Talks Talent<\/a> podcast, suggested breaking compensation conversations into component pieces \u2014 market adjustment, company performance, and individual performance \u2014 to explain \u201cthe why\u201d behind certain decisions.<\/p>\n Reviewing compensation annually, at the very least, and considering what non-monetary recognition, perks, and benefits can be provided, may help individuals feel that they are properly rewarded.<\/p>\n Crack down on toxic behaviors<\/strong><\/p>\n Whether it\u2019s primarily caused by managers or colleagues, toxic workplaces can drive quiet quitting. It\u2019s essential that you look out for and prevent behaviors that make your employees feel unvalued or unsafe. This might include demeaning, non-inclusive, or unethical actions. It could also come from an extremely competitive environment.<\/p>\n![\"\"](\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2023\/02\/towfiqu-barbhuiya-NwIExsCqXdM-unsplash-scaled.jpg\")
<\/a><\/p>\nCommon quiet quitting causes<\/h2>\n
Address causes of quiet quitting<\/h2>\n