What is a quiet quitting?
Quiet quitting, also known as ghosting or stealth quitting, is the act of leaving a job or organization without giving notice or providing any explanation. This typically involves simply stopping to show up for work without telling anyone, and may involve deleting or disconnecting from work-related accounts or communications channels.
Examples of Quiet Quitting
Some examples of quiet quitting include:
- An employee who simply stops coming to work without telling anyone or providing any explanation
- An employee who deletes or disconnects from work-related accounts or communications channels without telling anyone
- An employee who turns in their keys or badge without giving notice or providing any explanation
- An employee who leaves a note or email saying that they have quit, but does not provide any additional information or notice
In each of these cases, the employee is leaving the job or organization without providing any advance notice or explanation, and is not working with the organization to ensure a smooth transition. This can cause disruptions and difficulties for the organization, and can damage the employee’s professional reputation.
Quiet Quitting & Generation Z
Quiet quitting is becoming a trend for Generation Z for a number of reasons.
- Generation Z are more likely to be job hoppers, meaning that they are more likely to move from one job to another quickly and frequently. This can make them more likely to quit without notice, as they may not see the value in giving notice or working with the organization to ensure a smooth transition.
- Generation Z are more likely to be self-directed and independent, and may not see the value in following traditional rules and norms when it comes to quitting a job. They may be more willing to take risks and make decisions that go against conventional wisdom, including the decision to quit without notice.
- Generation Z may be more likely to quit without notice because of their digital and mobile lifestyles. With the rise of remote work and digital communication, it is easier than ever for employees to disconnect from work without giving any notice or explanation.
There are a number of factors that are contributing to the trend of quiet quitting among members of Generation Z. This trend is likely to continue unless organizations take steps to address it and to encourage more professional and ethical quitting practices.
What businesses can do to prevent quiet quitting
There are a number of steps that businesses can take to prevent quiet quitting, also known as ghosting or stealth quitting.
Some of these steps include:
- Communicate clearly with employees about the importance of giving notice and working with the organization to ensure a smooth transition when quitting.
- Offer support and resources to help employees who are thinking about quitting, such as career development opportunities or outplacement services.
- Encourage open and honest communication between employees and managers, and create a culture that supports employees who want to talk about their job satisfaction or career goals.
- Monitor employee engagement and job satisfaction levels, and address any issues or concerns that arise before they lead to quiet quitting.
- Provide opportunities for employees to give feedback and suggestions, and take their input into account when making decisions that affect their work and career development.
Fight Quiet Quitting by Offering Mentorship Perks
Offering mentorship as a learning and development (L&D) perk for employees can help prevent quiet quitting in a few different ways.
- Employees can get the guidance and support they need to develop their skills and careers. This increases job satisfaction and engagement and can reduce the likelihood that employees will want to quit.
- Employees to feel more valued and appreciated by their organization. By investing in their development and providing them with personalized support and guidance, organizations can show employees that they care about their success and well-being. This can help to foster a more positive and supportive work environment, and can reduce the temptation for employees to quit without notice.
- Mentorship programs can help employees to see a clear career path and progression within the organization. By providing access to mentors who can help them to develop their skills and advance their careers, organizations can help employees to feel more optimistic and hopeful about their future with the organization.
Learn more about how companies are leveraging GrowthMentor to upskill, empower, and motivate their employees and request a free 2-week trial!
Quiet Quitting FAQs
Quiet quitting is unprofessional and unethical, and it can have significant negative consequences for both the individual who is quitting and the organization they are leaving.
- For the individual, quiet quitting can damage their professional reputation and make it difficult to get future references or recommendations.
- For the organization, quiet quitting can cause disruptions and delays, and can make it difficult to find and train a replacement.
There are a few signs that may indicate that quiet quitting is happening in an organization.
These signs can include:
- Sudden or unexpected absences or cancellations of meetings or events without explanation
- Lack of response to emails, messages, or other communications from the employee
- Disconnection from work-related accounts or communications channels without explanation
- Lack of follow-through on assignments or tasks that were previously being handled by the employee
- If an employee is quietly quitting, they are likely to stop showing up for work and to disconnect from work-related accounts and communications channels without giving any notice or explanation. This can be difficult to detect, but may be indicated by the signs listed above.
If you suspect that quiet quitting is happening in your organization, it is important to address the issue as soon as possible. This can involve discussing the issue with the employee who is quitting, and working with them to ensure a smooth transition and to avoid negative consequences. It may also involve taking steps to prevent future instances of quiet quitting, such as by improving communication and support for employees who are considering quitting.