Extract
By addressing silent resignations as a collective challenge that leads to the gradual loss of motivation of employees and competitiveness of companies, joint action plans can be proposed where open communication, recognition of talent and balance between work are prioritized. and personal life, in order to build healthier and more sustainable work environments that lead to the personal and professional fulfillment of the collaborator and the business success of the organization.
Contents
What is Quiet Quitting?
In a work environment full of noise and constant distractions, a reality that goes unnoticed by many leaders is the gradual loss of dreams, aspirations, passions, efforts, commitments and delivery of results that in a subtle way deeply impact the lives of employees and lead to a decrease in their performance and contribution to business success in an organization.
This reality, invisible but omnipresent, stalks companies and organizations in their offices and work spaces., affecting all aspects of the business. Even if there is no formal letter of resignation, dissatisfaction and discontent are like a poison that undermines morale and productivity leading to a decline in competitiveness and service levels for internal customers (other departments) and external (users of our products and/or services).
The Company Vision: Ignorance or Complicity
From the company's perspective, silent resignations often go unnoticed or underestimated. Organizations can be so focused on their goals and financial results that they lose sight of the well-being and satisfaction of their employees. Sometimes, senior management disconnects from the daily reality of workers, without recognizing clear signs of discontent:
No ideas are contributed to promote the business development and growth.
There are people who feel unmotivated, devalued and unappreciated.
Job satisfaction surveys do not reflect the tensions that are experienced.
Quality of work and customer satisfaction have decreased.
They have dysfunctional multidisciplinary work teams.
Negative rumors are spread as power games.
Talented staff quit “unexpectedly.”
New policies and programs do not work.
The departments are distant from each other.
There is a high staff turnover.
The corporate culture plays a crucial role in promoting or mitigating silent resignation. If the company fosters a toxic work environment, where communication is poor and conflict management is ignored, employees are forced to withdraw emotionally.
This silent withdrawal can manifest itself in a gradual decline in productivity, a lack of social interaction and/or engagement, and a loss of talent tangible with a resignation, or intangible with a lack of active participation, without the company being aware of it.
Tips to Mitigate Silent Resignation
Some tips that can help companies mitigate the possibility of a silent resignation happening are:
Value Wellbeing and encourage a healthy work-life balance.
Promote Transparent Communication through open communication channels and spaces where employees feel comfortable expressing their concerns.
Conduct Job Satisfaction Surveys to proactively identify and address problem areas before they become serious problems.
Establish Programs of Personal and Professional Development with clear opportunities to grow, motivate and create a vision for the future in the company.
Recognize and/or Reward to those who contribute to organizational goals and achieve those of their position.
Address Conflicts proactively and equitably to avoid tensions.
Provide Mentoring and Support guidance for unmotivated employees.
Monitor Indicators such as decreased performance or lack of social interaction, to address problems before they become serious.
As a last resort, Allow Collaborator to Leave, since silent resignation threatens productivity and business performance, generating disinterest and lack of commitment that affects service levels and the company's reputation as an employer.
The company's vision must evolve towards a more holistic approach, recognizing that human capital is as valuable as financial capital. The planning and implementation of organizational transformation strategies that include wellness programs, job satisfaction surveys, and open communication channels are essential to detecting and addressing concerns before they become silent resignations.
Also, foster an environment where your people feel free to express their concerns without fear of retaliation, overcoming the perception gap between the company and the collaborator in the context of the environment and way of working.
The Collaborator's Vision: Burnout and Disillusionment
From the perspective of the collaborator trapped in silent resignation, the experience is demotivating. Dissatisfaction often begins with small frustrations that, over time, accumulate to an unbearable weight. The lack of opportunities for development, recognition, reward and the perception of injustice feed a gradual disenchantment that is reflected in comments and thoughts such as:
“I do the minimum to keep my job and I am not interested in growing in this company.”
"I'd rather withdraw emotionally rather than risk losing my job."
"I've seen talented colleagues leave and wonder if I should do the same."
“I feel like just another employee and that makes me go to work without enthusiasm.”
"The lack of communication about important changes is frustrating."
"The culture here is toxic; I prefer not to get involved with others."
"I feel stagnant, I don't see opportunities for growth here."
"I cannot express my concerns without fear of retaliation."
"I do my job, but I don't feel like it's recognized or valued."
"I feel like my skills are not being used to their full potential."
People who experience silent renunciation often feel stuck at a crossroads: fear of losing benefits, financial stability, or the stigma associated with leaving a job. Instead of openly expressing their frustrations, they choose to withdraw emotionally, committing only what is necessary to keep their job, finding comfort in what is easy and comfortable rather than pursuing what they are truly passionate about.
Tips to Overcome Silent Resignation
Some tips that can help people solve their situation are:
Prioritize Personal Wellbeing and seek a healthy balance between work and life outside the office by not falling into an urgency trap.
Set Clear Goals and Discuss Them with superiors to ensure a clear development path.
Express Concerns, Fears and Frustrations without fear of direct superiors or the human resources department.
Search Feedback Regular on performance and look for opportunities for improvement.
Participate in Development Programs to improve specific or transversal disciplinary skills such as computer programming and grow in your career.
Build Professional Relationships with colleagues and superiors to create a collaborative work environment.
Look for solutions to the identified problems and propose constructive ideas rather than quietly withdrawing and waiting for them to resolve themselves.
Ultimately, Evaluate Career Options and Opportunities that better align with personal goals and values to avoid stress, anxiety, emotional burnout, burnout, and other health problems.
Remaining in a state of silent resignation ends up impacting creativity and the quality of work, and therefore, labor relations and professional career. By seeing silent renunciation as an obstacle to fulfilling our dreams that can lead us to give up our own aspirations in favor of what is considered acceptable or successful, we can evaluate others paths and opportunities for personal and professional growth that lead us to a more complete and satisfactory course.
The Collective Challenge Presented by Silent Resignations
Silent resignation is not a problem isolated to disaffected individuals; It is a collective challenge that affects organizational health as a whole and puts at risk the development of a high performance organization. Companies must recognize the importance of maintaining a balance between financial objectives and the well-being of their employees.
Leaders must cultivate a culture where open communication and caring for talent are priorities. Addressing these issues requires a concerted effort to improve communication, foster a healthy work environment, and address concerns before they become reasons for a silent exit.
At the same time, Employees must cultivate self-awareness and recognize the patterns of complacency or fear that lead them to abandon their dreams. Setting clear goals together with leaders helps maintain focus and motivation. Seeking support from your social network and being open to change allows you to stay connected to your passions and pursue your goals with determination and clarity of purpose.
By addressing silent resignation as a systemic problem, organizations can strengthen your human capital and build healthier and more sustainable work environments. Ultimately, silent resignation should not be considered an “acceptable normal,” but rather a wake-up call for positive transformation in the professional sphere.
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About Pablo Tellaeche (Author):
Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.
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