Due to demographic shifts, technological improvements, and the adjustment to the "new normal" following the pandemic, the workplace has seen numerous changes over the past few years. While hybrid work environments and remote workplaces have greatly improved the workplace, they have also presented a number of difficulties.

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According to recent Gallup research, despite the fact that there are 32 per cent engaged employees in a firm, there are 18 per cent actively disengaged employees. There may be a number of causes for this, but a significant portion is linked to quiet quitting.

What is quiet quitting?

Quiet quitting is a situation in which workers gradually lose interest in their jobs, which lowers productivity and eventually results in turnover, frequently without indicating their plans to do so.

Ankita Dabas, Chief Growth Officer, Veative Group said "Quiet quitting is a kind of employee disengagement where an employee carries out only those responsibilities specified in their job description. Instead of quitting their jobs, they prefer to stick to that particular role and don't go ‘above and beyond’ for any additional responsibilities."

"They tend to feel undervalued, unrecognized, and unmotivated to push the envelope and try harder. This kind of quiet attrition can lead to a loss of valuable talent, disrupt team dynamics, and increase the costs associated with hiring and training replacements," she added.  

Quiet quitting in India: Key factors behind rise in employee disengagement

1) Skills gap in the employment market
2) Lack of opportunities for advancement at workplace
3) No job satisfaction
4) Employees feel unfulfilled at the workplace
5) Feelings of frustration, boredom, and dissatisfaction with their careers
6) Career stagnation
7) Lack of motivation
8) Limited future opportunities
9) No investment in employee development programmes
10) No mentorship and coaching programmes for employees

Quiet quitting in India: What expert recommends to combat employee disengagement

Ankita Dabas noted "Skilling, reskilling and upskilling have a huge role to play in career dynamics. When employees have the opportunity to learn and grow, they are more likely to feel engaged and fulfilled in their work. Skilling and upskilling can play a crucial role in preventing quiet quitting by providing employees with opportunities to develop their skills and advance their careers within the company." Here's what she recommended to combat employee disengagement

1) Training programs and workshops
2) Make employees feel engaged and fulfilled in their work.
3) Immersive training using virtual and augmented reality technologies to provide employees with a highly engaging and interactive learning experience.
4) Support personal and professional growth where employees are encouraged to take on new challenges.
5) Job rotation, cross-functional assignments, internal mobility, and skill development programs enable employees to explore different roles, and gain diverse experiences and skills.
6) Mentorship and coaching programs
7) Help employees learn different career paths within the organization.
8) Invest in the employee's personal and professional development.
9) Make employees feel valued and recognized for their contribution
10) Encourage workers to take on new challenges

A PwC survey reported that 72 per cent of employees are more likely to stay with a company for at least five years if the company invests in their development.

While individuals with a wider range of talents are more valuable to the firm, Dabas believes that companies can stay competitive in today's quickly evolving labour market by investing in employee development.

Since it enables them to foster a culture of growth and development that is advantageous to both individuals and the company as a whole, organisations that invest in skilling and upskilling are well-positioned to compete in today's quickly changing business world.

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