Silent Resignations: How Recruiting Firms Can Help Companies Combat Quiet Quitting

Employee retention is a major challenge for businesses across almost every industry. In today’s competitive labor market, companies need to make sure they are doing everything they can to retain their top performers. One of the most prevalent issues that companies face is “quiet quitting,” where employees disengage from their work and their employer, but do not express their discontent in any overt way. This can lead to decreased productivity, increased turnover, and decreased morale, so it is imperative that you, and your business, know how to prevent this.

What is Quiet Quitting?

Quiet quitting is a phenomenon in which employees disengage, both physically and mentally, from their work without telling their employer. This can be difficult for employers to detect, as there are no clear signs of this disengagement. Employees who are quietly quitting may continue to show up for work, but they may not be as productive as they once were. They may also start to look for new job opportunities or express dissatisfaction to their colleagues outside of work. Quiet quitting can have serious consequences for companies, as it can lead to a decrease in productivity, increased turnover, and decreased morale, as it can grow at a rapid rate.

Why Does Quiet Quitting Occur?

There are many reasons why employees may engage in quiet quitting. One common reason is a lack of engaging tasks, which causes employees to start feeling bored or disinterested in what they are doing at work. They may also feel undervalued or unappreciated by their employer. Other factors that can contribute to quiet quitting include poor management, lack of career growth opportunities, low compensation, and an overall toxic work environment.

The Consequences of Quiet Quitting

Decreased Productivity

When an employee is less productive in their work, it can affect other employers too, both on their team and not. This can lead to missed deadlines, poor quality work, and decreased customer satisfaction.

Increased Turnover

When employees are not happy with their work, they are more likely to look for new job opportunities. This can be expensive for companies, as they will need to spend time and money recruiting and training new employees.

Decreased Morale

When employees are disengaged, they are less likely to be enthusiastic about their work and their employer. This equals a toxic work environment for all employees and will further the growth of quiet quitting in the workplace.

How Can Recruiting Firms Help Prevent Quiet Quitting?

Helping Identify the Root Causes of Disengagement

By conducting employee surveys, analyzing performance data, and constant communications with employees, a recruiting firm can understand why employees are disengaging and eliminate the problem at its source.

Assisting Companies with their Employee Engagement Programs

The best way to decrease quiet quitting is to never let it happen in the first place.  A recruiting firm can give companies advice on creating career development opportunities and implementing recognition or reward programs. By providing employees with opportunities for growth and development, your company can ensure they stay engaged and motivated.

Only Sourcing Quality Candidates

At ISGF we weed through thousands of candidates to ensure our clients receive the best candidates for their role and nothing less. By hiring candidates who truly love their work and are enthusiastic everyday you can not only ensure they wont quiet quit, but also that your workplace will improve overall, decreasing the probability of their peers doing the same.

Create a Positive Work Environment

This may involve working with management to develop better communication channels, creating a more inclusive culture, and promoting work-life balance. By creating a positive work environment, companies can help to reduce the risk of quiet quitting.

Develop Retention Strategies

This may involve creating customized compensation packages, implementing flexible work arrangements, and providing employees with opportunities to work on meaningful projects. By providing employees with a sense of purpose and fulfillment, companies can help to keep them engaged and committed to their work.

Real Data on Quiet Quitting

According to a Gallup survey, only 15% of employees worldwide are engaged in their work. This means that the vast majority of employees are not fully committed to their job or their employer. Additionally, a study conducted by the Society for Human Resource Management found that the average cost to replace an employee is between 50% and 75% of their annual salary. This means that if an employee earning $60,000 per year quits, it could cost their employer between $30,000 and $45,000 to replace them, not including overall losses incurred during their time gone, which averages around $60,000 to $120,000.

Strategies for Curbing Quiet Quitting

Conduct Employee Surveys

One of the most effective ways to identify the root causes of quiet quitting is to conduct employee surveys like those provided by Gallup. These surveys can help employers to understand how their employees are feeling, what they like and don’t like about their job, and what the company can do to help. Some of the survey questions are listed below:

  1. I know what is expected of me at work.
  2. I have the materials and equipment I need to do my work right.
  3. At work, I have the opportunity to do what I do best every day.
  4. In the last seven days, I have received recognition or praise for doing good work.
  5. My supervisor, or someone at work, seems to care about me as a person.
  6. There is someone at work who encourages my development.
  7. At work, my opinions seem to count.
  8. The mission or purpose of my company makes me feel my job is important.
  9. My associates or fellow employees are committed to doing quality work.
  10. I have a best friend at work.
  11. In the last six months, someone at work has talked to me about my progress.
  12. This last year, I have had opportunities at work to learn and grow.

By analyzing this data companies can develop strategies to address any issues that are causing disengagement and find just the right way to dissolve the issue.

Develop Training Programs

Training programs can be a great way to help employees stay engaged and motivated. By providing employees with opportunities for growth and development, companies can help to keep them engaged and committed to their work.

Create Career Development Opportunities

Employees are more likely to stay with a company if they feel that there are opportunities for career growth and advancement.

Implement Recognition and Reward Programs

Recognizing and rewarding employees for their hard work can be a great way to boost morale and keep employees engaged. Recruiting firms can help companies to develop recognition and reward programs that are tailored to the needs of their workforce.

Develop Better Communication Channels

Communication is key to keeping employees engaged and motivated. Recruiting firms like ISGF stay in close contact with their provided candidates.  If the hires happen to show any signs of a potential quiet-quit, we will find a back-up asap, to ensure you are never left with a role unfilled.

Create a More Inclusive Culture

Inclusion is an important factor in employee engagement. Our network of candidates is very diverse, thus creating a more inclusive culture, which makes employees more likely to be engaged and committed to their work.

Promote Work-Life Balance

Employees who feel that they have a good work-life balance are more likely to be engaged in their work. ISGF is very focused on work-life balance internally and have found just how important it is to maintaining a quality work environment.

Quiet quitting is a serious issue that can have significant consequences for companies. However, by working with a recruiting firm, companies can develop strategies to address the root causes of disengagement and keep their top performers engaged and committed to their work. Whether it’s developing customized training programs, implementing recognition and reward programs, or creating a more inclusive culture, recruiting firms can help companies to stay ahead of the curve and retain their best talent.

Written by

Wesley Stevenson

Marketing Contributor