There is a lot of noise around quiet quitting during the past few months. And to the contrary belief, quiet quitting is not really about quitting your job. It’s a philosophy where you do the bare minimum of work at your job. Here, quiet quitters signify the people who continue to fulfill their primary responsibilities, but they’re less willing to engage in other citizenship behaviors: no more showing up early, staying late, attending non-mandatory meetings, etc.
Research shows that about half of US employees are not engaged at work. This means that they do the minimum required and are psychologically detached from their job. This approach of fulfilling your job requirements but refusing to log long hours without added compensation sounds less like giving up and more like striving for fair pay and a reasonable work-life balance. Now, you may think “What’s the problem with this?”. These employees aren’t disengaging from the primary tasks for which they were hired. They’re just simply refusing to go beyond them. Truly nothing, but one thing: For many companies, a workforce willing to go beyond the call of duty is a critical competitive advantage. The reality is that most jobs can’t be fully defined in a formal job description, so organizations rely on employees to step up to meet extra demands as required.
Tech companies have also been steadily announcing layoffs since the start of 2022, adding further pressure to the labor market. The reason for this happening in a workplace is more about the company’s management. Another is the lack of growth opportunities that causes people to feel like there’s no point in doing or achieving anything. Furthermore, going beyond the routine can come at a cost for employees. In a healthy organization, these costs are typically counterbalanced by benefits such as increased social capital, well-life balance, and career success.
While every generation brings its own attitude to work. The concept of quiet quitting is causing a growing divide between working and young professionals. This is largely due to how they interpret the idea. Some people might think quiet quitting is defined as simply enforcing boundaries between work life and personal life. But there are other reasons including fewer opportunities to learn and grow, a lack of clarity about expectations, and a disconnect with the organization’s mission.
In such cases, to cope with project deadlines, what should a company do? Definitely not preaching to their employees. But instead, they can turn to software automation. How? By simply automating the repetitive tasks with low effort low-code/no-code tools. This will hardly demand
According to a survey from Gallup, a drop in engagement began in the second half of 2021. While the primary reason was low engagement, other big highlights also included fewer learning or growth opportunities within the company. Here is where software automation can help. If employed correctly, it can be quite advantageous,
- It can increase the depth and scope of work. Thereby improving overall business processes.
- With it, time savings translates directly into cost savings.
- Executing repetitive tasks with software automation grants your team time to spend on more challenging and rewarding projects.
- Automation can easily execute thousands of different complex use cases, providing coverage that otherwise would consume a lot of employee bandwidth.
While automation has been considered crucial for organizations, both big and small size ones. It can be proven tough to implement a seamless experience with its execution and stay competitive in the industry. Some tasks that impact the automation delivery cycle include outlining an effective roadmap, building robust frameworks, choosing the right tools, and measuring the potential monetary benefit. These all are critical components of any successful software automation strategy and the right planning is necessary. Here, as each step presents its own challenges and costs, it’s always advised to hire professional consultants and/or agencies to assist you.
In conclusion, we can say that quiet quitting doesn’t have many concrete downsides for employees. But it’s a much bigger problem from the perspective of an employer. An employer who’s long relied on employees doing work that isn’t reflected in their salaries or job descriptions.
If quiet quitting takes hold, a lot of companies will be forced to adapt their business practices accordingly. This might mean hiring more workers to achieve productivity goals or employing the ideal software automation cycles that promote productivity. Instead of expecting people to put in 12-hour workdays, or paying overtime to employees when they burn the midnight oil and stay late to match the deadlines.