Recently people2people in Perth hosted an event on the topic of quiet quitting, a prevalent issue going around in offices across the world. We hosted guest speaker Sally McGrath, an expert on wellbeing, being burnt out and as a result, employees quiet quitting. Sally introduced us to the topic and gave some examples and situations on how to combat the issue.

Quiet quitting is often described as employees not physically leaving their jobs but mentally. No longer going above and beyond, doing the bare minimum, and no longer subscribing to ‘hustle culture’.

Quiet quitting can be hard to pinpoint and at times can go on unnoticed. It can be difficult to see the signs, however most common can be:

 - They can seem disengaged or checked out

 - Poor/lack of communication

 - Missing deadlines

 - Isolation/taking more time off than usual

 - Lack of enthusiasm

There can be many reasons why employees can be feeling like this and sometimes it could be a bigger issue, dealing with personal problems such as, family issues, mental health, physical health. It can also stem from employees feeling burnt out and are looking for a way to alleviate stress, they aren’t being challenged and/or are bored.

It can be a difficult topic to approach with you employees if you notice someone has been actively quiet quitting. It is best to speak privately, get to the root reason of why they are feeling this way and then resolve appropriately. Some preemptive tasks that can be applied to prevent quiet quitting can be:

 - Properly compensating your team

 - Listening to your employees

 - Open communication

 - Building rapport and strong relationships

While every person is different, we all go through difficult times in life, and they may reflect in our work lives. Before speaking to employees that may be quiet quitting it is best to remember never to judge. Maintain open and positive communication and never blame, create a comfortable space for honesty and work together for a resolution.