Contributed by Dhiren Harchandani, an EO UAE member who is a transformation architect, speaker, author, and endurance athlete with over 2,500 hours of coaching experience. He’s the creator of several personal development programs designed to transform each area of life: Superhuman Journey, Master Your Inner Game, Guided Forgiveness, and Recode your Thoughts. He’s on a mission to show every human being on planet Earth how to Master their Inner Game.
Why is “quiet quitting” detrimental to an entrepreneur’s growth?
If you are an entrepreneur, you’ve almost certainly come across the term “quiet quitting”. The term has evolved from a TikTok trend to a work culture that has captured the interest of many LinkedIn experts and is currently in practice in workplaces all over the world.
As an entrepreneur, you may wonder what this means for your business or why you should even care. But if your goal is to build a successful business, the quiet quitting trend is definitely a concern.
What is Quiet Quitting?
Unlike the literal definition of “quitting,” quiet quitters do not leave their jobs. Instead, they choose to work strictly within their job description with no desire to work longer hours or display full enthusiasm toward their job. The roots of this trend can be traced back as early as 2009, according to a remark that Wikipedia attributes to “economist Mark Boldger,” but gained popularity after the pandemic. However, Bryan Creely is believed to have used the term “quiet quitting” for the first time on March 4, 2022 in a TikTok video. It has since gained quite a buzz among workers in the corporate world.
Why should entrepreneurs care?
Some common traits of quiet quitters include a lack of enthusiasm toward work and a loss of interest in the company’s success. Big companies with large financials and human resources might not suffer irreparable damages as a result of these toxic work traits, but entrepreneurs with small businesses will most likely feel the negative impact of quiet quitting. Teamwork is key to business growth, and it is difficult to achieve this when some employees are deeply opposed to showing productive commitment toward their work.
How can entrepreneurs manage “quiet quitting” among their employees?
To manage “quiet quitting” as an entrepreneur, you must first be willing to identify its possible causes without bias. There are certain reasons why employees might begin to practice quiet quitting, but the major reason that entrepreneurs might want to consider is the work culture at your company.
Since the pandemic, people are more concerned about finding a balance between their Outer Game (career) and their Inner Game (peace, happiness and well-being). Nobody wants to be stuck with a job that does not offer this balance. Most employees do not become quite quitters overnight, but an absence of balance can force them to practice the trend.
Following are four logical tips to help entrepreneurs combat quiet quitting among employees:
1. Evaluate and review work culture. The last thing anybody wants is to be stuck in a toxic workplace. Research has shown that toxic work culture is the leading cause of quiet quitting. That’s why it’s critical for entrepreneurs to prioritize regular evaluations of workplace culture. Entrepreneurs should also review their leadership abilities and how they contribute to employee morale.
2. Any increase in workload should be temporary. The major reason why most employees are seeking balance between their Outer and Inner Game is that they would rather be happy than burnt out. Increased workload is a major contributor to burnout and quiet quitting. Increased workload in workplaces is unavoidable at times, but it should never become a norm that employees are forced to adjust to.
3. Set honest and clear job expectations. Some employers are guilty of adding more requirements to an employee’s job description. This is not only unfair, but it also reduces productivity. When you set clear expectations as an employer, you’ll be able to properly evaluate the efforts of your employees and easily identify underperforming employees. Many employees are willing to work outside their job description but not when they are coerced to do so. Use your leadership skills to foster joy and productivity in your workplace, and your employees will respond accordingly.
4. Prioritize employee growth. The feeling of being “stuck” is one of the most hated feelings in the world, especially in the corporate world. As an employer, it is important to have performance discussions and identify opportunities for employee growth in your workplace. When your employees understand that you are committed to their growth, there will be an increase in productivity and general workplace growth.
However, there are certain cases that might require you to have a word with the “quiet quitters” at your workplace in an attempt to figure out their exact reasons. These cases might also require you to take serious actions, including suspension or termination of employment contracts to protect your business.
Entrepreneurship is one of the hardest journeys in the business world. In order to walk successfully down that road, you must be willing to detect factors that might stand as threats to your business and address them immediately.