Knowing the reasons behind these behaviors can stop them from happening in your own workplace. Read more below.
Why employees are quietly quitting
Increased workloads, longer hours, and more responsibilities leave many people feeling stressed in their jobs, with 52% of employees experiencing burnout. It’s no wonder, then, that some of these workers might disengage from their roles and just do the minimum required of them. Other reasons for quietly quitting include a lack of recognition from managers, frustrations over wages, and no growth opportunities.
Sometimes, employees want to take back control from their employers. Some people do little more than what’s listed in their job descriptions because they want to challenge the status quo of full-time work, which can often interfere with other things that matter to them—family, friends, work-life balance, etc.
Fifty-seven percent of employees say they are quietly quitting because their manager affects their work ethic. Tensions in the workplace are one of the primary reasons workers are no longer interested in their jobs, which is something human resources teams can resolve through mediation and other methods.
Why employers quietly fire
Quiet firing can be intentional or unintentional. Poor leadership might be a reason for the latter, especially if managers don’t realize they’re pushing employees away.
If quiet firing is intentional, a manager may want to get rid of someone to avoid the red tape of a conventional termination. For example, most people who quit their jobs can’t receive unemployment benefits, so quiet firing could save companies money in the long run.
Other times, managers might want employees to leave their company if they’re not pulling their weight or meeting internal goals. According to a Zetwerk survey, 73% of business owners quietly fire employees for performance management reasons.
The effects of quiet quitting and firing
Whatever the reason for these practices, quiet quitting and firing can have a profound impact on a workplace:
It hurts other employees
When someone decides to quietly quit, they might let everyone else on their team down. No longer willing to put in the effort, quiet quitters could destroy their co-workers’ morale and pride, resulting in devastating outcomes for the company as a whole.
Quiet firing may also impact team performance. When a manager actively wants to drive someone out of their company, other employees might worry about the same thing happening to them, making it difficult to complete work duties.
It affects profitability
No research exists about the financial consequences of quiet quitting. However, the 2023 Gallup State of the Global Workplace study reveals that disengaged employees cost the economy $8.8 trillion in lost productivity.
Quiet firing won’t have the same financial impact as quiet quitting. However, if someone resigns, companies might need to hire, onboard, and train a new employee to take their place. Research shows that retaining workers is much cheaper than recruiting them.
It impacts employee retention and reputation
When quiet quitters decide to leave a job, it might influence a company’s turnover, which can have severe financial repercussions. For example, HR teams might be unable to find replacement staff, potentially leading to lost sales or productivity.
Quiet quitting also harms a company’s reputation. A disengaged employee might not provide the level of service customers expect, causing them to go elsewhere.
Companies that quietly fire employees also risk their reputations. Workers who feel mistreated might take to social media to share their experiences or leave negative reviews on Glassdoor and other platforms.
How to prevent quiet quitting and firing
As mentioned at the beginning of this article, quiet quitting and firing are signs of a toxic work environment. Often, employees disengage because they feel like their managers don’t support them, and managers get rid of workers for the same reason. Building a culture of employee wellbeing in your organization can prevent both of these scenarios and ensure that everyone works better and feels better every day.
Creating a culture of wellbeing is more than just improving employee health outcomes. It involves developing a workplace where people feel seen and valued—regardless of their job roles. When this happens, everyone’s sense of value increases, as does their ability to manage high-stress situations.
Research shows that a wellbeing culture can foster business growth in many ways. For example, it enhances operational performance through increased productivity and engagement. Plus, employees who have their wellbeing needs met are less likely to leave their jobs, resulting in higher employee retention and cost savings for companies.
Many businesses already do a great job promoting employee wellbeing. These companies realize that people don’t just want salaries and employee benefits but genuine support from everyone they work with. Salesforce, for example, offers workers therapy, coaching, personalized care, and other perks, as well as a flexible time-off plan. Nike provides fitness discounts and healthcare and family-building benefits.
Next steps to take
Quiet quitting and firing are both negative behaviors that can impact your organization’s productivity, performance, profitability, and hard-earned reputation. Creating a culture of wellbeing won’t eliminate these practices entirely. However, it can help you handle a toxic workplace environment and ensure everyone gets the support they need.
It’s time to prioritize employee wellbeing in your company! Using a platform like RemoteWorx can enhance team collaboration and your company culture to encourage healthier work habits.
Request a demo of RemoteWorx Wellbeing today!
