If you were online last year at all, you probably heard of “quiet quitting.” The concept of doing the bare minimum—not actively quitting but not putting the effort in at work. It’s part of a larger trend that’s being called the anti-work movement. Broadly put, we’re talking about people who are frustrated, disengaged, and potentially not fulfilling their duties at work.
The most common signs of people disengaging at work won’t surprise you. Changes in behavior and body language shifts are your first clues. An employee who used to be active in meetings and sharing ideas might start withdrawing or staying quiet. Quality in work might decrease or you may notice someone on the team is isolating from colleagues and no longer making connections.
Noticing some of this behavior at your organization? Let’s talk about some ways to keep it at bay.
Encourage managers to follow up
A lot of frustration can be headed off by checking in with employees who are displaying some of these behaviors. Sometimes people just need to know their employers care and see them as people, not just workers. Open the conversation with something like, “Hey, I noticed you were a little quiet yesterday. Just wanted to make sure everything is okay.” Sometimes an off day is an off day, sometimes it’s more. A conversation like this can help you get to the bottom of what’s going on.
Prioritize autonomy and flexibility
Every organization has different needs—but overall, the trend towards increased workplace flexibility isn’t going away. Employees are pushing back against rigid work structures and demands of the nine-to-five. Look at ways you can balance the needs of your organization while making room for employees to do their jobs outside of standard operating procedure. Whether it’s a flex day, work from home, or flexible hours, there are lots of ways to allow autonomy while still meeting work quotas.
Check in with employees regularly
Keep your finger on the pulse of employee sentiment with regular one-on-ones and employee surveys, like Xenium’s What People Want From Work Survey. This allows you to ask specific questions about employee satisfaction and understand what might help improve it, whether it’s benefits, flexibility, or increased autonomy in the workplace. One-on-ones can help you dig deeper into specific trends and develop action plans that fit your organization’s needs.
Create paths for growth
People will disengage if the job they have isn’t what they want or isn’t going to get them there over time. If you understand what your employees’ career goals are, you can keep them engaged by providing opportunities to help them get there. This may look like clear career pathing and mentoring or offering training and educational benefits so they can continue to invest in their future.
Ultimately, the anti-work movement isn’t about people intentionally trying to be bad employees. It stems from people feeling unfulfilled in their work and stuck in workplace situations that don’t fit their life. By gaining a better understanding of how your employees are doing and what they need to thrive, you can create an engaging environment that people want to contribute to.