Aug, 2022 - By WMR
Recently, TikTok's “quiet quitting” trend has skyrocketed among young professionals. As reported on Entrepreneur, both millennials and Gen Z have posted on social media to support fellow employees in their respective age groups, suggesting that they avoid overextending themselves at work. Instead of working extra hours, many have chosen to find fulfillment in activities outside their jobs and establish a work-life balance.
For employers and business owners, quiet quitting may seem like it can negatively impact work, but this isn’t actually the case. A study from the International Journal of Environmental Research and Health has found that people with a positive work-life balance tended to be healthier and had fewer conflicts with their families. This in turn has improved work ability, which can increase job satisfaction and participation. If you’re looking to adapt to the trend of quiet quitting, here are some things businesses should know:
Quiet quitting is not about being lazy at a job or aiming for the bare minimum. Rather it's a reminder to not overachieve on all things and set aside time for a personal life, especially as many young employees find that working hard usually leads to an increased workload.
The mental struggle with burnout leads to poorer work turnout, which is why many people have chosen quiet quitting. Instead of being concerned about the loss of productivity, employers and business leaders should take advantage of the quiet quitting movement to encourage their workers to care for their own well-being. This can foster a more positive work environment as employees feel more valued, increasing work engagement, productivity, and retention.
Quiet quitting is often attributed to overwork. To remedy this, companies have come up with various work set-ups to overcome stress. A write-up by LHH on the four-day workweek argues that adopting this reduced scheduling approach is a solution for burnout. This particular method works well with companies that employ mostly hourly wage earners, such as the hospitality industry. In the case of the Landmark Hotel in London, they have instilled a reduced workweek as part of their efforts to ease employee burnout, increase productivity, and improve overall customer service.
For other companies, a hybrid approach may be more ideal, particularly as many employees have already adjusted to the work-from-home lifestyle in the past two years. Our article on “Emergence of Covid-19 Leads to Increasing Demand for Office Furniture for Work From Home Spaces” shares that as many as 64% of people have decided to upgrade their work-from-home space by getting the furniture necessary to make these areas a conducive workspace.
Moreover, a survey on the hybrid work set-up as reported by Spiceworks found that 78% of workers would be more productive if they had the choice to work on-site or remotely, as hybrid work allows for better a work-life balance, making it easier for employees to have control over their schedules and avoid employee burnout. Although there are still challenges that come with these changing work set-ups, giving employees more time to recover from work burnout can improve workplace productivity and performance.
As mentioned above, quiet quitting is part of a larger issue associated with increasing burnout and negative perspectives on work. If an employee is already feeling unappreciated for their efforts at work, they would be more inclined to do the “bare minimum” and rely on quiet quitting as a coping mechanism. As an employer or business owner, it’s essential to reassess work expectations, boundaries, and the value given to employees who go above and beyond. Engagement surveys can provide insight into what action should be taken and specific changes should be strictly enforced by leadership. For example, any employee who engages in work tasks — such as answering calls or sending emails — beyond 5 pm is considered working overtime, and should be compensated as per company rules.
By recognizing that the quiet quitting trend is a positive movement, companies can adjust their priorities to promote a better company culture
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