In today’s workplace, the term “quiet quitting” has become a buzzword. Quiet quitting is a phenomenon where employees only fulfill the minimum requirements of their jobs, as it also signifies the disengagement of employees in an organization. Although employees are physically present, employees who quietly quit view the work as “fillers” for their subsistence needs, and the pursuit of purpose and meaning within the organization may seem futile. This phenomenon leads to reduced productivity and morale, ultimately affecting the entire organization.

However, in recent years, employee engagement studies have determined that one track to keep employees engaged is not only through a competitive salary and compensation package, but also through a conscious organizational effort to deliberately institutionalize professional advancement as a key element that counters the decrease in employee motivation and engagement.

Understanding Quiet Quitting

As previously stated, “Quiet Quitting” is not about employees leaving the job, but becoming disengaged in various levels – disengagement on tasks, accountabilities, responsibilities, and even workplace relationships. One driver of Quiet Quitting is that employees feel undervalued or stagnant, leading them to do just enough to get by. This disengagement can stem from a lack of growth opportunities, inadequate recognition, poor management practices, and a toxic workplace culture. According to Gallup, 50% of employees are “quietly quitting” (2022), and the implications of this can be detrimental to organizations, resulting in high turnover and attrition rates and ultimately, a rapid decline in organizational performance.

The Role of Professional Advancement

Professional Advancement, a concept often discussed enough, but not given much attention to by organizations, can be a driver in mitigating quiet quitting. As more employees advance in their careers through continuous learning, the value that a strong and comprehensive professional advancement program can bring is that it can provide the necessary challenge to employees, undermining task redundancies and stagnation in roles. Furthermore, the pursuit of professional advancement brings about new skills and competencies – encompassing an employee’s different areas of individual development. The accumulated skills and competencies acquired can then be used in solving problems – even those that entail workplace concerns.

Other ways that Professional Advancement can mitigate Quiet Quitting are:

Enhanced Engagement

When employees see a pathway for growth and development, they are more likely to focus and put meaningful attention on their roles. Clear workplace processes and readily available opportunities for promotions, skill development, and leadership development training can reignite their passion for work. Companies that invest in their employees’ careers often see a direct correlation with increased productivity and morale. In recent years, most engagement surveys state that employees stay longer at companies that are not only encouraging employee development, but especially those in their career development (LinkedIn, 2022).

Guided Skill Development

Training programs and workshops can equip employees with new skills – especially those that can help them improve their current approach to tackling workplace tasks. Further, the sense of mastery can combat feelings of stagnation, and the more that skill development is guided, the more employees understand the importance of their tasks in relation to the organizational goal being pursued. Organizations that prioritize skill development are better positioned to adapt to market changes and technological advancements.

Recognition and Rewards

A focus on professional advancement often comes with recognition programs that celebrate employees’ achievements. Feeling valued can significantly reduce the tendency to quiet quit. Recognition can take many forms – from verbal praise to formal awards, and consistent recognition in an organization fosters a culture of appreciation. Research also shows that employees who actively feel recognized are more likely to be engaged and productive (Bersin, 2022).

Career Path Clarity

Providing clear career paths helps employees understand what they need to do to advance. This clarity can motivate them to invest more effort into their work. Organizations can develop career ladders or frameworks that outline the skills, experiences, and achievements necessary for progression. Regular check-ins and performance reviews can help employees stay focused on their goals.

Improved Communication and a Psychologically Safe Workplace

Encouraging open communication about career aspirations creates an environment that fosters support. Employees are more likely to express their needs and concerns, leading to a workforce that can proactively respond to the whole organization’s needs. Further, a psychologically safe space can make employees feel that areas of improvement can be discussed without the fear of retaliation from bosses and peers, making them feel involved and accountable, not only to their specified tasks but to the company, in general. To conclude, professional advancement offers a framework through which organizations can address the quiet quitting phenomenon. By fostering an environment that encourages growth and development, companies can enhance employee engagement and productivity. Organizations that prioritize professional advancement not only retain talent but also create a more dynamic and motivated workforce.

References:

Bersin, J. (2022). The Power of Recognition in the Workplace. Bersin by Deloitte.

Gallup. (2022). State of the Global Workplace: 2022 Report. Gallup.

LinkedIn. (2022). 2022 Workplace Learning Report. LinkedIn.