"Quiet quitting"- what do employers and employees need to know?

If, like me, you are a fan of TikTok, you may have seen the most recent trend in the workplace that has been doing the rounds recently: “quiet quitting”. 

Videos have been posted by workers about doing the bare minimum to complete tasks at work as opposed to going above and beyond, refusing to deal with emails or calls after-hours and leaving on time with the focus being that work-life balance is important and when the balance is tipped too unevenly, this should be addressed. 

We absolutely agree that work-life balance is important and always has been. This ‘new’ phenomenon of quiet quitting likely stems from poor job satisfaction and possibly links with presenteeism. This follows on the heels of the “great resignation” with individuals taking stock of their lives during and following the pandemic, to consider what is important to them, with some finding new ways of working and evaluating their careers as a result. 

So, what should you do if you are an employer who believes an employee is “quiet quitting” or if you are an employee who is considering “quiet quitting”? Read on to find out.

Quiet quitting advice for employers

The premise of quiet quitting is a response to unrealistic workloads, inappropriate boundaries and lack of consideration for employee mental health. Open dialogue is the key to resolving these issues and discussions should centre on how you can make your employees feel valued and appreciated in the workplace. 

Being proactive and speaking about these issues before any begin to arise is a good step and will limit the possibility of quiet quitting taking place in your workplace. If you engage and work with your employees to put an effective plan in place to prevent this and keep them enthused and challenged (in a good way), all parties will benefit. 

Is your employee suffering with their mental health?

This could include regularly checking in with your employees to ensure that they are coping with their workloads and the work-life balance is being maintained. If an employee discloses to you that they feel their mental health is being compromised due to work, then you should:

• signpost them to organisations that can assist
• consider making reasonable adjustments to support them
• consider whether a referral to occupational health is needed. 

Training for managers to recognise potential signs is also important. 

Whilst it may be tempting to deal with quiet quitters as a conduct or capability issue, before doing so you should ensure that you have engaged with them and understand the issue. If disciplinary action is the first port of call, you will likely push the employee to want to quit for real and this could lead to high staff-turnover, lack of employee morale and a decline in productivity. Their behaviour might also be related to their health and could result in allegations of discrimination.  

If you need assistance with employees who have “checked out”, or you would like advice as to how to broach difficult subjects with your employees, then do not hesitate to contact us. We can discuss specific situations as well as provide tailored training for managers, including on mental health.

Advice for employees

If you are struggling at work and lacking motivation, whilst it may be tempting to “quiet quit”, this could lead to a deterioration in your mental health and confidence at work and, possibly, result in facing formal procedures at work. 

It is important you understand you are feeling this way and discuss it with your employer if you need support or assistance, so you can come to an agreement about what could be put in place for you. 

Are you suffering with your mental health?

If your mental health is suffering, you should seek assistance and take advantage of any assistance programme that your employer may offer. If your employer is not aware of any issues, then they cannot work towards resolving them, so transparency is key here. 

Ultimately, if it transpires that you still feel the same way about your job, despite best efforts from your employer, it may be that it is not for you and you may wish to reconsider seeking alternative employment. 

At the end of the day, your happiness is important and if a change in job role will assist with that, it is worth taking the leap. 

If you feel that you need assistance in broaching this subject with an employer, or you have asked for assistance and it is not forthcoming and/or you find yourself subject to disciplinary or capability proceedings, then we are able to help.

Whether you are an employee or employer seeking advice on anything mentioned above, Rianna Billington would be happy to hear from you and can be contacted on 01245 453812 or rianna.billington@birkettlong.co.uk.