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How many times have you heard the phrase ‘quiet quitting’?
Yes, quiet quitting is still a thing, and employees are still proud to do the bare minimum at work. But what, exactly, does that mean to the business, and you, as an HR leader?
In essence, quiet quitting refers to people becoming less productive at work. Quiet quitters gradually pull back and drop their productivity, usually due to low motivation.
Some, especially younger people, argue that this is simply about no longer going above and beyond, which should be celebrated rather than feared. As one professional wrote on the r/antiwork subreddit, quiet quitting is simply “doing the job you were hired for, at the pay you negotiated. And nothing more.”
CEOs at many companies are in a “state of fear” about its development. Now, they’re activating a raft of measures to restrict it. These, however, tend only to reduce people’s motivation further, driving them from businesses, fueling the Great Resignation, and making the competition for talent even more heated.
Here at HiBob, CEO Ronni Zehavi sees things differently. He says, “it’s not about quiet or quitting. It’s about what managers need to do in order to avoid getting to
