Silent resignation is a phenomenon that has gone viral in some countries, thanks to social networks. What has really been done is to name something that has always existed: people who little by little stop giving their 100% at work. But, who is responsible? The company or the workers themselves? It depends on who you ask, they will give you one version or another. The truth is that, as they say:no one is so good, no one is so bad.
“This behavior is not something new, there have always been unmotivated workers. However, the biggest concern is that, despite wanting to be less productive at work in the minority, silent quitting is increasingly a subconscious act fueled by workplace frustrations.”, says Javier García, Managing Consultant at Walters People, a recruitment and temporary work company specializing in junior, technical, management and qualified support profiles.
The solidarity that we can feel in the face of a worker burned out for different reasons, who does not do his job well, turns into anger when we are the ones who suffer from this incompetence. How many of us have not been upset by bad attention? And how many of us have not asked for a complaint sheet for a mediocre product or service? How has this silent resignation made life difficult for the user or client? of which some boast so much?
On the other hand, some companies they cannot or do not want to bear the cost of increasing wages, according to the inflation rate. Some younger workers may feel underpaid for their role due to the rising cost of living, so many of them are unwilling to do more than what their job description says and are inflexible, resulting in harm to others.
Do the companies have the key?
For Walters People, the solution is clear. Faced with the new world of work, those leaders and organizations that do not adapt can face high levels of turnover. Listening to teams, learning about hiring trends and adopting successful talent strategies is the only way for a company to remain competitive and attractive to professionals.
“It’s easy for managers to put pressure on their team members when productivity drops. But if they don’t get to know the reason for this demotivation, the silent resignation will become a silent move that has a detrimental effect on the productivity and viability of the business. Likewise, the influence of these people on their peers can cause a dangerous Domino effectXavier adds.
What are the engines of silent resignation?
- Burnout. Burnout or burned worker syndrome is already something that is part of the global culture of burnout. As a professional tries to scale his career, he is faced with more messages that encourage him to work more hours and have more commitment, generating constant exhaustion. In May 2020, the World Health Organization (WHO) officially recognized burnout as a medical diagnosis, and the impact ranges from impacts on mental and physical health to huge losses in productivity.
- Generational difference. The average workplace is now made up of four different generations, a phenomenon that has never occurred before. While this diversity provides a variety of perspectives, skills and backgrounds, it also challenges business leaders to attract and include different age groups in the workplace, without practical improvements that can be followed.
- Mental health. Workplaces with a proactive approach to mental health can see a positive impact on productivity and results. According to the study The importance of mental health strategy to attract the best talent developed by the Robert Walters Group, 88% of professionals consider mental health policies important when looking for a new position; therefore, companies with a strong and clear mental health policy are more likely to attract broader pools of talent. According to the aforementioned survey, 62% said that having someone in a leadership role speak openly about mental health makes them personally feel more comfortable talking about it.
- Growth plan. Performance appraisals are an excellent opportunity to review goals and achievements, learn about the general status of the people on the team and how they are doing in their roles, give feedback on projects, and plan next steps with greater clarity. about the career plan.
