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Here’s What HR Can Do About Quiet Quitting

There is a growing trend of quiet quitting in the U.S. workforce. According to recent research, at least 50% of the US workforce are “quiet quitters” or have chosen not to do more than the minimum requirements of their job.

Quiet quitting is a severe problem for employers, as it can lead to reduced morale, lower productivity, and higher turnover. Fortunately, there are steps HR can take to address the problem.


Get to Know Your Employees

The pandemic and the consequential “great resignation” has impacted employees worldwide. HR should take the time to get to know each employee personally and develop a solid relationship that encourages open communication. This will help employees feel more comfortable talking to HR if they’re considering leaving or already have quit. Understanding each employee’s goals, aspirations, and challenges can help HR provide support or solutions that could keep them from leaving the company. There are several reasons for quiet quitting, including:

  • The increasing stress and pressure that employees are facing in the workplace.
  • Employees often need more recognition and rewards for their hard work.
  • The adverse work environments that many employees are working in.


Offer Competitive Benefits

According to the Society for Human Resource Management (SHRM), competitive benefits can help decrease turnover rates and quiet quitting. HR should consider offering competitive advantages such as health insurance, retirement plans, and flexible schedules that make it more attractive for employees to stay motivated to contribute to the company.


Promote Professional Development

Companies should allow employees to participate in professional development programs to learn new skills and stay up-to-date with current trends. This will show employees that the company is invested in their growth and development, encouraging them to grow and do their best.


Create a Strong Employee Wellness Strategy

Employees who feel valued and appreciated at work are less likely to engage in quiet quitting. A strong employee wellness strategy should include policies that promote employee satisfaction and engagement, such as flexible working arrangements and opportunities for growth and development.


Create a Positive Work Environment

Creating a positive work environment is essential to ensure employees feel engaged, and motivated. HR should focus on ensuring employees feel appreciated and that their work is meaningful and rewarding. HR should also strive to build a team-oriented culture that encourages collaboration and open communication.


Establish an Open-Door Policy

An open-door policy is essential for any organization. This allows employees to approach HR with any questions, complaints, or concerns they may have. Having an open-door policy can help HR identify signs of quiet quitting early on and provide them with the support they need to combat the issue. In some cases, employees resort to quiet quitting because they are dealing with mental health issues, personal stress, or even physical sickness. The HR team should take the initiative to identify the root cause of the problem.


Invest in Employee Surveys

Employee surveys are a great way for HR to get feedback from employees. Surveys can provide insights into how employees feel about the company, their job, and their colleagues. This feedback can help HR identify any issues causing employees to quit without notice. Ensure the survey is relevant to your employees and the questions are straightforward. Also, make sure the survey is short enough that employees will be willing to take the time to complete it.



If you’re facing issues with quiet quitting, let Employers Resource Association Inc. (ERA HR) help you. Our team of HR professionals has the expertise to provide solutions and strategies tailored to your needs. We specialize in delivering employer-focused HR solutions to ensure your business runs smoothly. Contact us today to learn more about how we can help.

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