When a worker quiet quits, as the term implies, it happens without a lot of noise or attention. They don’t resign in a huff; in fact, they don’t physically leave their job at all. The term “quiet quitting” refers to employees who limit themselves to doing the minimum required each workday, and putting in no more time, effort or enthusiasm than absolutely necessary.

Needless to say, quiet quitters are not the most productive team members on your roster.

Alarmingly, it’s a phenomenon that’s sweeping the workforce. According to a recent Gallup poll, quiet quitters make up at least 50 percent of U.S. employees. As the statistics cause you to sit up and take notice, however, there are valuable lessons to be learned from quiet quitting.

Why Your Employer Brand Matters

Build your brand as a place people won’t want to quit at any “volume.”

Quiet quitters generally don’t want to slow your business down, stick it to you, or in many cases, actually leave your company. What they want, and need, is more control over their work/life balance. It’s no longer acceptable to under-resource projects, including adequate staffing, or expect people to burn the midnight oil logging in long after-hours time.

Whether valued employees are “loudly” quitting by actually resigning or they fall into the quiet quitter category, the best way to reverse this tide is to build an employee-centric culture and portray your company as a place where people feel valued, invested and loyal.

• Consider how you can provide people more autonomy. Let them manage their own time. Encourage them to be open about personal commitments and appointments, and support them in realistically meeting them.
• Allow for as much remote and hybrid work as possible. Don’t force employees into the office if it really isn’t necessary. Develop a level of trust that lets them demonstrate that it isn’t about where you get the work done; it’s about how effectively they get it done.
• Hold regular conversations about employees’ growth and development. Like performance check-ins, these should be frequent, ongoing, and a natural element woven into your culture. Annual performance reviews are dinosaurs. Instead, demonstrate your commitment to people’s advancement and job satisfaction on a year-round basis.
• Once you’ve nailed this progressive, healthy culture, build it into all your communication, including your employer brand messaging. Get the word out there that your organization places a high regard on its people and what they need to succeed.

Improve Your Recruitment Marketing to Reduce Turnover

Employer branding – along with your career site, social recruiting and job ads and distribution – are the pillars of your successful recruitment marketing strategy. Consider a partnership with Haley Marketing as you keep all those pillars strong, balanced, and in step with evolving market trends.

Founded in 1996, we’re the largest website development, social and content marketing firm serving the temporary staffing and executive recruiting industries. Contact us today to set up a free focus call and learn more about how we can help your company.