How to retain talent in the era of quiet quitting?

Posted on 27th January 2023

The pandemic may be over, but the world of work is still in flux. 83% of workers want the opportunity to work remotely, according to McKinsey. The ‘great resignation’ left 41% rethinking their career options, and the impact of that on hiring and retention is ongoing, as is the debate over work-life balance. 54% of employees feel overworked.

All this has led to one of Collins Dictionary’s top ten words of 2022: quiet quitting. What is quiet quitting–and what can you do about it? 

What is quiet quitting? 

“Quiet quitting” has two meanings. One is refusing to work unpaid overtime as a form of industrial action. The other is disengagement: mentally and emotionally “quitting” while physically still at work. While it’s uncomfortably clear what employees want in the first case, the second is more complex. Why are people becoming disengaged–and how can you engage them?

While burnout and fatigue are common culprits, quiet quitting may also be a sign of serious dissatisfaction: unheard voices and unmet needs. A recent Gallup poll found 50% of employees were “not engaged” and 18% “actively disengaged”. Remote and hybrid workers under 35 are the least likely to be engaged.

The cost of quiet quitting

Post-pandemic, people are questioning their life goals and looking for a sense of purpose. To be engaged at work, they need to feel that they’re working together towards a worthwhile goal. In other words, if your employees’ goals align with your organisational goals, you’ll have engaged employees. If not, you’ll struggle to recruit and retain talent. 

What can employers do? 

While the concepts involved may seem fuzzy, the solutions to quiet quitting are practical. They start with listening. From 1:1s to surveys and pulse checks, there are many ways to become a listening organisation. Understand and cater to employee differences: the one-size-fits-all era is over. Collaborate with your people to design the employee experience each person needs–for example, offering more flexibility to those with care responsibilities.

Learning opportunities are also crucial. Offer continuous professional development and clear paths to career growth to get people excited about their future with you. As a bonus, upskilling and reskilling existing employees will help you weather the talent drought.

Finally, a high-performance, high-compassion culture is key. Today’s talented candidates are looking for flexibility, a healthy work-life balance, and a “flat hierarchy” where workers at all levels are empowered and involved in decision-making, not treated as underlings. As employees struggle with new physical, mental, financial and social challenges, empathy has become a vital leadership skill, essential for promoting diversity, equity and inclusion. You can’t be a people-centric organisation without empathy.

Quiet quitting can’t be solved with perks or pay rises. It’s a response to unprecedented changes and cultural shifts–and it calls for unprecedented changes and cultural shifts from any organisation that wants to retain talent.
 
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