Like most viral phrases, “quiet quitting” is equal parts confusing and misleading.
Some claim it means doing the minimum amount of work. Others say it’s about setting priorities and rebelling against ‘work culture.’ There are those who say it’s about taking control of your life and standing up to employers expecting you to tirelessly work without being paid an appropriate salary.
OK, I think we got it. But employers should probably know quiet quitting is not about someone actually quitting. At least not at the moment.
Over the past several weeks, “quiet quitting” has trended on TikTok and been reported on by several traditional media outlets. Advocates say it is a reflection of employees’ growing frustrations with unclear expectations.
This is not a new trend. Similar ideas have spread across the Internet with phrases like “act your wage” and “right to disconnect.”
While it sounds like a mass exodus from the workforce, the catchy phrase is a reminder to employers to communicate with their employees. And most importantly – do not take them for granted during these unstable times.
Here’s a few ideas for employers to hopefully minimize this new phenomenon:
- • Job Descriptions: Job descriptions provide exact detail of what is expected in a particular role. Employers should regularly review job descriptions to ensure they accurately describe the duties expected of the individual. They should also properly classify the employee as exempt or non-exempt, and list the qualifications needed to fulfill the position.
• Performance Reviews: Performance reviews form the basis of both disciplinary actions and promotions. Employers should use performance reviews to annually identify what an employee is doing well and what can be improved. Communicating these expectations ensures employees know what’s expected of them. It’s also an opportunity to analyze an employee’s title and salary.
• Employee Handbooks: This is another way for employers to clearly communicate expectations to their workforce. The handbook should be reviewed and updated on a regular basis to ensure compliance with new laws. A well-drafted handbook is a valuable tool for your company and can provide proper defenses in the event of legal action.
Even with these solid ideas, trying to control the latest viral trends expressing on-the-job frustration is a fool’s errand. It’s why you get paid. Just remember, good communication with your staff is the key towards keeping quiet quitting from evolving into “loud quitting.”