Addressing Quiet Quitting and its Impact On Business

The COVID-19 pandemic had a profound impact on both our private and professional life. People’s careers, values, and priorities were scrutinized when they entered the working world, which prompted these questions. This contributed to the onset of the Great Resignation Spike, which ultimately led to the realization on the part of many businesses that they must meet the evolving expectations of their staff to retain valuable talent. In addition, the term “quiet quitting” has recently emerged as a topic of conversation. a trend in the workplace that may have several impacts on any organization.

Employees participate in quiet quitting when they cease going above and beyond in their work and instead only do the bare minimum to still be able to keep their jobs. Boundary enforcement, temporary increases in workload, and fair pay are all effective means of discouraging employees from leaving quietly. This guide will aid businesses in understanding the phenomenon and taking appropriate measures to address the issue.

What Exactly Is Quiet Quitting?

TikTok popularized the concept of “quiet quitting,” which describes employees who resign from their positions without officially resigning their employment. Although the employee is doing their work and is not necessarily being disobedient, they resist taking on more duties and will go to great lengths to avoid doing anything outside their regular duties. Such workers may, for example, refuse new assignments, cease volunteering for work, accept only the simplest duties, and refuse to assist their coworkers or superiors, all in avoiding more challenging responsibilities. “Silent quitting” is another phrase for this phenomenon.

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This disturbing pattern reflects a growing gap between management and staff expectations. The problem is not that the worker refuses to put in more hours. Instead, the worker has little faith in management to keep their workload reasonable or provide fair compensation for their hard work. This phenomenon can lead to a deterioration of the manager-employee relationship, the onset or worsening of unhappiness on the part of the team member in question, and the emergence of conflict and a generally hostile work environment for others around them. So, it is in the best interest of a manager to identify the issue and fix it as quickly as possible.

How to mitigate quiet quitting:

There are three main things you can do to lessen the effect of people leaving their jobs quietly. Techniques like these include talking to your staff, praising them, and thinking about ways to improve their work-life balance.

1) Communicate with your employees about additional responsibilities.

Some employees are not interested in expanding their roles and taking on extra tasks. You need to have a conversation with the members of your team to evaluate whether or not their goals coincide with the responsibilities you intend to provide them. It is best not to delegate managerial or leadership obligations to employees if those workers do not wish to take on such responsibilities. Managers have an obligation to provide advance notice to employees when they intend or require them to work overtime or take on extra responsibilities, no matter how short-term.

2) Recognize your staff’s achievements

Lack of appreciation for workers’ efforts is a common cause of discontent in the workplace. Underappreciating employees’ efforts might lead to a loss of motivation. Think about ways to honor and appreciate your staff for their efforts. A simple acknowledgment from managers and peers that they are doing a good job goes a long way toward enhancing employee engagement, even more so than wage raises, additional bonuses, and advancement prospects (if desired).

It’s a terrific morale booster when people see that their hard work has been noticed by others. Incentive programs, performance dashboards viewed by both management and employees, and recognition schemes like “performer of the week” can all be used to boost productivity and engagement.

3) Promoting work-life balance.

Keeping tabs on your employees’ work-life balance requires knowing how many hours they put in each week, so you can tell who is putting in extra time or working on nights and weekends. This will allow you to investigate the cause and correct any inefficiencies contributing to the issue. When trying to help your employees strike a healthy work-life balance, it may be helpful to provide them with options like flexible scheduling or hybrid workplaces.

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Reduce quiet quitting by working with ADDMORE Outsourcing

Employee fatigue and disengagement are common causes of quiet quitting. In the case of business process outsourcing (BPO), if this problem is not addressed immediately, it can lead to increased turnover, decreased billings, poorer margins, and dissatisfied customers.

To lessen its impact, knowledge is key. That’s impossible without some method of tracking employee time usage. ADDMORE Outsourcing has the tools and technology that can aid in empowering your management and HR to foresee and prevent work-life balance difficulties that lead to employee burnout, as well as address the root causes of those issues.

At ADDMORE Outsourcing, we can assist you in gaining the advantage of having an entire team of qualified experts available to assist your company in reaching its full potential. For clients in the United States, the Republic of Ireland, the United Kingdom, New Zealand, Australia, the Middle East, and other countries worldwide, we provide a comprehensive selection of bespoke and affordable offshore and outsourcing options.

Book a free consultation now and reduce quiet quitting effortlessly. Want more tips about outsourcing? Learn more at

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