Recruitment review

Is the slowdown in the Great Resignation leading to quiet quitting?

Pete Gwilliam

owner, Virtus Search

You may be aware of two recently coined phrases: the Great Resignation and quiet quitting. Both have been trending on social media platforms, in particular.

The Great Resignation refers to the record number of people who left their jobs following the onset of the pandemic. After extended periods of working from home with no commute, many people decided their work-life balance was more important to them than they had realised, and they left their jobs in favour of others that would let them stay home.

Quiet quitting refers not to an employee leaving a job, but instead reprioritising and limiting tasks to those within the job description – setting clear boundaries to improve work-life balance.

A key finding of consultancy firm PwC’s Global Workforce Hopes and Fears Survey of more than 52,000 workers in 44 countries and territories, carried out in March 2022, suggested one in five workers globally was planning to quit in 2022. As economies and businesses around the world continue to recover from the pandemic, many organisations have been hiring again, thus offering workers an abundance of choice. With so many options, PwC said in a press release that higher pay, more job fulfilment, and wanting to be authentic at work were encouraging workers to change jobs. I suspect the resignation stampede has been tempered by prevailing global economic issues; however, without suitable management, those underlying motives may well lead people to stay put, but on their terms.

Interestingly, the survey found that 65 per cent of workers want to discuss sensitive social and political issues at work, something that has historically been seen as potentially divisive. The importance of this matter was reflected in 69 per cent of under-25s and 73 per cent of ethnic minorities confirming that it was particularly significant to them.

It isn’t surprising that more money is the biggest motivator for a job change – yet finding fulfilment at work is “just as important,” according to PwC. Some 71 per cent of survey respondents said a pay increase would prompt them to change jobs, but 69 per cent said they would change employers for better job fulfilment, too.

So, with 66 per cent of those surveyed indicating workers want a workplace that allows them to truly be themselves, the role of employers clearly isn’t to tell workers what to think, but to give them a voice, choice, and a safe environment in which to share feelings, listen, and learn about how social and work issues are affecting them and their colleagues. This may well be uncomfortable, but it is clearly important that work feel like a safe place to discuss major social issues, and firms need to ensure these discussions can benefit teams rather than dividing them.

With significant economic shocks emerging and therefore fewer vacancies available, quiet quitting has emerged, and people who have been confronted with their mortality as a result of the pandemic are thinking more deeply about what they really want from life – including their careers. People are asking themselves what their real values are and why they should spend their days doing something that doesn’t align with those values.

It shouldn’t be forgotten that, as inflation spirals, employees will in real terms have less disposable income, perhaps making them wonder why they should work so hard.

It is those employees who feel disconnected from their employers who are quietly quitting, and employers must understand that the pandemic, the war in eastern Europe, soaring utility bills, and inflation all mean they need to listen to and empathise with employees’ experiences. If nothing else, engage with your employees more, listen, and discuss what can be done to make them feel supported; this, in turn, will make them feel appreciated. Help employees manage stress and look out for ways to combat the mental health issues some will inevitably feel.

From an office perspective, quiet quitting can cause conflicts between employees, as some will feel others aren’t carrying their weight. However, again, it is imperative to seek to understand the eternal pressures people may be experiencing before judging their decisions to be less committed than you are.

Gallup’s global workplace report for 2022 showed that only nine per cent of workers in the UK were engaged or enthusiastic about their work, ranking the UK thirty-third out of 38 European countries. Whilst the intermediary mortgage space has been very active, it shouldn’t neglect the importance of adopting a listening and inclusive mindset, ensuring working models are sustainable, and supporting employees in feeling they are doing more than just existing. People are fulfilled by gaining new skills and experiences, having greater control over their jobs, and feeling genuinely appreciated. M I