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The term quiet quitting became popular in July 2022 when a TikTok video created by Zaid Khan went viral. In the video, Khan talks about reclaiming a healthier work/life balance and “quitting the idea of going above and beyond.” Since its release, it has gained millions of views, so it’s safe to say the idea clearly resonates with many people.

Contrary to what the name would suggest, quiet quitting isn’t about employees who are silently leaving their jobs, without any warning. Instead, it is about simply just doing enough and no more. Rather than going above and beyond what is required, quiet quitters are doing the bare minimum, clocking in and out of work on time, and avoiding after-hours opportunities.

But what is it that actually makes employees want to go that extra mile in their respective roles?

There are various answers to this question and there isn’t a one-size-fits-all approach, as it depends on the individual in question. But for the most part, employees are motivated by:

  • Feeling that the tasks they carry out for their job are of use
  • Feeling like they are making a difference
  • Feeling appreciated for the efforts they make
  • Feeling trusted to do their job and not being micromanaged
  • Feeling part of a team and that there is support available if needed
  • Feeling like they know where it is that they fit within the organization
  • Feeling they are compensated fairly for their contribution

Clearly, employee feelings have a lot to do with their motivation, engagement, and loyalty. The way you manage performance and rewards can make a big difference in how employees feel about their job and employer.

While there is little doubt that the pandemic has prompted the issue of quiet quitting, there have been signs that this has been simmering for some time. However, instead of focusing on when this really started taking prominence, companies should look at how they can retain and engage their existing workforce. The answer? An effective performance and rewards management process.

Here, we have broken it down into five key areas to focus on in your performance management journey when tackling quiet quitting.

1. Regular reviews and check-ins

Trust is built and nurtured between managers and employees when there are frequent conversations and check-ins that highlight where progress can be made and addresses any issues that may arise swiftly.

2. Effective goal setting

Managers and employees should work collaboratively to set objectives that will focus on and demonstrate how an employee’s efforts link to the overall goals of the organization.

3. Timely feedback

Similar to the last point, when an employee understands what aspects of their job they excel in and what areas they need to improve upon, it will enable them to perform more effectively. It is here that managers and employees can discuss learning and development opportunities.

4. Recognition

When employees feel appreciated for the efforts they make on the job, they will go above and beyond what is expected of them on future tasks and projects.

5. Fair pay

Employees want to know they are being paid fairly, by both internal and external market standards. When pay is transparent and employees understand how their total compensation was calculated, it builds trust.

Putting time aside to build trust and understanding should be a priority for all managers. Therefore, the relationship between managers and employees is the most pivotal one when addressing the issue of quiet quitting.

Introducing regular performance reviews and check-ins where all the above can be discussed ensures that employees don’t feel forgotten or overlooked. This is more relevant now than ever before with many organizations embracing remote and/or hybrid working environments. And efforts by the company to ensure pay equity and transparency help to build your employer brand as well as retain and motivate employees.

Preventing quiet quitting

Are you looking to transform your organization’s performance and rewards management, retain your top talent, or improve your company culture? beqom can help, with innovative continuous performance management and total reward solutions. To get started, book a meeting with us today to see how you can engage and inspire your employees and stop quiet quitting in its tracks.

 

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