By: Natasha Archary
In recent years, the term “quiet quitting” has become a trending phrase, describing employees who disengage from their work but don’t quit their jobs.
Unlike traditional quitting which involves a formal resignation, quiet quitting refers to a more subtle withdrawal from the responsibilities and ambitions in one’s role.
Janine O’Riley, Conference and Reward Awards Chair of the South African Reward Association (SARA) joins Gugulethu Mfuphi on Kaya Biz to share more insight into quiet quitting.
What is Quiet Quitting?
Quiet quitting is when employees meet the bare minimum requirements of their job descriptions but do not go beyond that.
These individuals often refrain from participating in extra activities, contributing new ideas, or taking on additional responsibilities. While they continue to perform their essential duties, they do so without enthusiasm or a sense of ownership.
This behaviour can be seen as a form of psychological withdrawal. Employees may still physically show up to work and complete tasks but have mentally checked out.
This lack of engagement can manifest in many ways like reduced initiative, decreased productivity, and minimal interaction with colleagues.
In a previous discussion, Gugulethu Mfuphi touched on how employees who are “grumpy staying” exhibit a detached attitude and display signs of quiet quitting.
5 Causes of Quiet Quitting
Several factors can contribute to quiet quitting and understanding these causes is crucial for employers who wish to address and mitigate this issue.
Below are 5 causes of quiet quitting in the workplace:
- Burnout and Stress: One of the most common reasons for quiet quitting is burnout. Prolonged periods of stress, heavy workloads, and unrealistic expectations can lead employees to disengage as a coping mechanism.
- Lack of Recognition and Reward: Employees who feel undervalued or unappreciated may lose motivation to go above and beyond. Without adequate recognition or reward for their efforts, they may resort to doing only what is necessary.
- Limited Career Growth Opportunities: When employees perceive a lack of advancement opportunities or professional development, they may become disillusioned and disengaged. This stagnation can lead to a decline in their drive and ambition.
- Poor Leadership and Management: Ineffective leadership can contribute to an environment where employees feel unsupported or ignored. A lack of clear communication, guidance, and feedback can further exacerbate feelings of disengagement.
- Misalignment of Values: Employees may quiet quit if their personal values do not align with the company’s culture or mission. This misalignment can lead to a sense of disconnect and a lack of commitment to the organization’s goals.
Listen to the conversation on Kaya Biz:
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