Millions of workers are no longer going over and beyond for their companies but are instead doing the bare minimum. Only 32% of the employees in the US workforce are engaged in their work, with the rest, 18%, being actively disengaged. So why are employees quiet quitting, and what can you do about it?
Why are Employees Quiet Quitting?
There could be several reasons why your employees are quietly quitting.
Burnout
With the ever-increasing workplace demands, it’s no wonder employees are feeling burnt out. According to a recent Gallup study, 23% of employees say they always or often feel burnt out at work.
Burnout isn’t just an issue for individual employees — it can also significantly impact businesses. Businesses with high levels of employee burnout have lower productivity, engagement, and retention rates.
No Room for Growth
If your employees feel stuck in a dead-end job with no room for growth, they may start disengaging. About 87% of employees said that career growth and development opportunities are important when considering whether to stay with their current employer.
So, if they don’t feel there’s any opportunity to grow within your company, they may start looking for a new job or stop trying altogether.
Don’t Feel Valued
A critical factor in engagement is whether employees feel valued by their company. Employees who don’t feel valued will likely become disengaged and may even start looking for new jobs. The thing is, feeling valued doesn’t just mean receiving a raise or bonus.
It can also be about feeling like you’re contributing to something larger than yourself and that your work is meaningful. Employees who don’t feel like they’re doing meaningful work will likely become disengaged.
What to Do When Your Employees are Quiet Quitting?
The first step is to identify the problem’s root cause. For example, maybe they’re feeling overworked and underappreciated. Or they’re dealing with personal issues affecting their ability to perform. Whatever the reason, it’s vital to address the issue head-on to get to the bottom of the problem.
Once you’ve identified the problem, the next step is to discuss their current level of employee engagement. Be honest and direct in your feedback, but also be open to listening to their side of the story. It’s possible that there’s more going on than you’re aware of and that your employee needs some support in getting back on track.
If, after discussing with your employee, it’s clear that they’re not committed to their job anymore, then it may be time to let them go. This can be difficult but sometimes necessary for your business to move forward.
Everything You Need to Know About Employee Quitting
People quit their jobs for various reasons, most of which are within your control. However, if you can address the problems employees list as reasons for quitting, you’ll be in a much better position to retain them. And if all else fails and someone does decide to leave, remember to handle the situation with grace and professionalism.
Learn more about human resource management and find various resources to help you manage your employees more effectively. Have questions? Get in touch with us today.