Quiet Quitting: How to help companies avoid employee turnover
Employee turnover can be costly for businesses, both regarding time and money. According to a study by the Society for Human Resource Management, the average cost of replacing an employee equals six to nine months of that employee’s salary. It is therefore essential that companies take proactive steps to prevent employee turnover. A phenomenon that has become increasingly frequent in recent years is ‘Quiet Qutting‘.
This phenomenon refers to employees who become demotivated with their work and start looking for other opportunities without giving any indication of their intentions. So let’s try to define what quiet quitting is, what solutions can assist in workforce retention, and what companies can do to avoid turnover.
What is Quiet Quitting?
‘Quiet Quitting’ refers to employees who lose interest in their work and in the company and quietly seek other opportunities without giving any indication of their intentions. Therefore, silent dismissal can be more difficult for managers to detect as there are no obvious signs that an employee is dissatisfied or planning to leave the job. This can lead to a sudden loss of talent and skills and can have a negative impact on company productivity.
What are the consequences of this problem?
Quiet Quitting is a problem for companies because it can lead to sudden and unexpected turnover. When employees leave without giving any clear indication of their intentions, it can be difficult for companies to plan and prepare for their departure. This can be particularly difficult when the departing employee is a key member of the team or has specific skills that are difficult to replace. Furthermore, when employees become demotivated and start looking for other opportunities, their productivity and quality of work tend to decrease, which can have a negative impact on the company’s overall performance.
There are, however, several techniques that managers can use to avoid situations of dissatisfaction in the workplace:
- Dialogue: Managers should regularly talk to their employees to assess their level of engagement and satisfaction with the job.
- Growth: Employees are more likely to stay with a company if they feel they have opportunities for growth and development within the institution.
- Recognition: Recognising and rewarding employees for their hard work and contributions can go a long way in keeping them engaged and motivated.
- Flexibility: Offering flexible working arrangements, such as remote working or flexible working, can help maintain employee motivation.
So, how can WFM help avoid turnover?
In the digital age we live in, the vast majority of companies already enjoy some kind of process digitalization, so there is more and more interest in the use of workforce management tools.
Workforce Management (WFM) solutions can help HR departments by assisting with talent attraction, retention, and development. “The companies that are most successful in attracting and retaining the best talent are those that have managed to implement strategies that favor flexible working hours, hybrid working solutions – with freedom of choice for the employee -, the best balance between personal and professional life (quality of life for the employee) and a more fluid communication”, explains Rita Miranda, HR Manager at SISQUAL® WFM.
From another point of view, “WFM solutions allow HR departments to free themselves from management and control tasks, which are now automated, to focus on other tasks that are essential to attract, retain and develop talent in demanding and dynamic contexts,” she says.
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