“The single biggest problem in communication is the illusion that it has taken place.”
– George Bernard Shaw

If you’re awake in the modern world, you’ve probably come across several of the many trends being labeled “quiet” in the workplace. New alerts on “quiet quitting,” viral videos on “quiet firing,” more confusion around why there would need to be “quiet hiring,” and the list goes on… Essentially, these trends refer to the practice of avoiding hard conversations and opting for passive (and largely passive-aggressive) tactics. Such “quiet” practices can have a negative impact on the workplace environment, leading to a breakdown in communication, dissolving trust, and a lack of engagement.

So how did we get here? It’s hard to ignore that these “quiet” trends emerged out of the COVID-19 pandemic and society’s lack of real, tangible communication, which has made it easier for people to avoid difficult conversations. Jennifer Currence, CEO of WithIN Leadership, highlights the need for people to say uncomfortable things in person, as it allows individuals to understand each other’s viewpoints and learn from them. Without such conversations, employees and employers miss out on the opportunity to improve and grow together. Though at times cumbersome or even messy, talking face-to-face in real-time provides experience and context that remote work simply can’t. Standing in front of someone doesn’t give you the same opportunity to type something up and delete it (maybe after an eye roll). And perhaps quiet is the wrong label (after all, posting about your quiet decision on social media isn’t all that quiet). Perhaps there isn’t a clean label for it, but the undertone seems to be clear, “people are starting to choose what they want to do” as Forbes put it.

However, it’s important not to be deceived by the trendy labels, as they can be misleading. As NPR pointed out when delving into these trends, “Quiet quitting” doesn’t necessarily mean quitting; rather, it can be seen as a philosophy of accomplishing the minimum required in your job. It involves “setting boundaries and focusing solely on fulfilling your assigned tasks within your designated work hours—without any additional embellishments.” This approach aims to redefine the default expectations that are self-imposed or mandated within a particular work environment.

Quiet quitting, in other words, is not really about quitting. It’s more like a philosophy for doing the bare minimum at your job.

Greg Rosalsky, Alina Selyukh – NPR

Yet the danger or potential damage of these mindsets comes back to the lack of conversation around these societal swings. It is vital to recognize the negative impact of these “quiet” practices, as they can lead to the erosion of the employee experience, resulting in lower employee engagement, productivity, and morale. The lack of open communication and transparency can create a communication breakdown in the workplace, leading to misunderstandings, mistrust, and an uncollaborative work environment. These trends are playing a risky game of Jenga with people’s jobs. 

Arguably, it hasn’t all been a bad shift in the business world. The pandemic has made people inclined to self-examine their lives, leading to changes in values, priorities, and perspectives, resulting in a movement of self-care and self-value (overall a win for life). However it’s not always easy to bring a new mindset into a familiar environment, and the tension resulting seemed to cause employees to feel disengaged or motivated to leave, which first lead to “quiet quitting” and subsequently “quiet firing” practices. According to Jathan Janove, principal at Janove Organization Solutions, asking questions such as “Why are we here?” and “What are the core values?” can help cultivate a collective sense of purpose at an organization, which can help mitigate the impact of such trends. At the end of the day, however, scary change can be, do you really want to fight to keep someone in your environment who no longer wants to be there? Who is that a win for? Perhaps it’s time to not view these issues as “quiet” but rather the conversations we’re avoiding, and then ask the scary follow-up questions of: why?

This new battle is not an easy front for HR to face, but attempting to reverse the communication breakdown in the workplace is critical. Take steps to decrease the chances of your team being affected by Quiet Quitting, as we discussed in our previous post HERE. Encouraging open communication and transparency, ensuring a collective sense of purpose in the organization, and addressing issues through honest conversations can help reverse the “quiet” trend. Jennifer Currence stresses the importance of stating observable facts, showing curiosity, and asking for a commitment to foster open communication in the workplace.

Don’t let “quiet” trends in the workplace scare you, but rather serve as a potential highlight of the breakdown in communication and the importance of open dialogue and transparency. For People Operations, it is essential to recognize and reverse such trends, ensuring a productive and healthy work environment. By fostering open communication, employers and employees can build a stronger, more supportive, and more engaging work environment. But it can’t happen without first starting the conversation. 

Need assistance in developing policies, reviewing your risk and compliance standards, keeping up with remote work and employment law, or renewing your culture? Clarity HR can help! Don’t wait around for AI to sneak into your business; be PROACTIVE and create expectations and structure around this fast-growing tool today.

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