Appearing analogous to the passive aggressive response in relationships, silent quit is the big new wave that is sweeping across corporations around the world.
Silent Quit: Is It Subversive Response To Corporate Culture?
3 mins
The danger signals of overworked people, and underpaid employees, burnout and the like often go unnoticed in organisations.
Not all systems are perfect, but post-pandemic, workspaces around the world have come under severe pressure from employees that are feeling increasingly short-changed.
Among the various ways they have responded, comes a new way, which could prove to be a serious challenge for HR. It’s called the ‘Silent Quit’.
The Silent Quit, unlike the Big Quit, does not involve employees simply resigning and leaving, but as the name suggests is more insidious. In this form of quitting the employee decides to quit internally, while continuing to work externally still. This results in the employee ‘zoning out’ and resorting to cutting down on both involvement and work output.
The danger is this form of quitting is its ‘silent’ nature – and the fact that it can seriously hamper and impact productivity before getting identified, if at all.
While it might well be a response mechanism of people under high duress and no or little alternative, there are other views on ‘silent quitting’, which simply see it as a form of disloyalty and a reaction, which is the beginning of a self-destructive spiral.
HUMAN FACTOR’S POINT OF VIEW
We believe that burnout is as much the organisations responsibility as it is of the individual. While individuals resort to various ways of responding – which is a defense mechanism and survival technique, organisations can easily pre-empt this by using robust processes that can track both sentiment and performance. Future-ready HR-tech solutions can easily be deployed to do this – from continuous performance management (not performance appraisals) to real-time sentiment mapping, empowering leaders to help where help is needed.
Frequently Asked Questions
HCM software automates and streamlines HR processes, making them more efficient and accurate. It provides a centralized platform for managing employee data, tracking performance, facilitating talent acquisition, and improving employee engagement. By leveraging HR management software, organizations can save time, reduce administrative burdens, make data-driven decisions, and enhance overall HR operations.
AI-driven HONO is considered the best HR software due to its innovative use of Artificial Intelligence (AI) to streamline and enhance HR processes. Here’s why. It provides actionable, data-driven insights that enable HR professionals to make informed decisions, improving overall organizational effectiveness and strategic planning. HONO automates repetitive and time-consuming HR tasks, allowing HR personnel to focus on more strategic activities, thereby increasing overall productivity and efficiency. HONO is scalable and adaptable, catering to the evolving needs of organizations, regardless of their size or industry.
Choosing the right Employee Management Software involves considering several factors to ensure it meets the organization’s needs. Here’s a guide to help you choose. Clearly define what you need the HRMS software to achieve, considering aspects like attendance tracking, performance management, and employee development. Determine a budget considering both the initial cost and ongoing expenses like subscription fees, updates, and support. Ensure the HCM software integrates seamlessly with other systems and tools used in your organization, such as payroll and attendance systems. Opt for cloud HCM with an intuitive and user-friendly interface to ensure ease of use for both HR personnel and employees. Assess the human capital management solution's security features and its ability to comply with relevant laws and regulations to protect sensitive employee data. By considering the above factors and conducting thorough research, you can select an Employee Management Software that aligns with your organizational goals and enhances overall workforce management.
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