Silent quitting: Understanding silent indifference at work

What is a silent stop?

The a silent pause it’s not a real job. The employee remains on the job, but he is happy to perform the necessary missions in his contract without extra effort. Essentially, it includes limiting one’s personal investment to a minimum, avoiding unpaid overtime, extra responsibilities, and any kind of commitment beyond formal expectation. .

Unlike a classic retirementthe employee does not leave his job but changes his way of coming to work. This phenomenon is often a response to chronic unhappiness, loss of senseor a find a better work/life balance.

The reasons:

The reasons a a silent pause are many and vary between individuals. However, several common factors can explain this trend:

• Lack of recognition : Employees may feel undervalued, frustrated that they are not rewarded for their extra efforts or commitment.
• Work over it : the burn out or overwork can lead to gradual disengagement, and workers prefer to limit their efforts to protect themselves.
• Lack of opportunities for advancement : Lack of career opportunities or personal development can push an employee to not invest themselves further.
• Imbalance between professional and personal life : By coming out teleworkmany workers are looking to better balance their daily lives. AN a silent pause sometimes it is a way to restore this balance.
• Lose meaning at work : A lack of meaning in daily missions or a lack of connection between the company’s values ​​and the employee’s values ​​can also lead to disconnection.

The symptoms:

Identify the a silent pause it can be difficult because the workers concerned still honor their contractual commitments. However, several signs may indicate a silent disconnection:

1. Emotional disconnection : The employee no longer shows enthusiasm for his projects or tasks. He doesn’t seem to care about general results or goals.
2. Tight schedules : The employee respects his working hours without working overtime, turning on his computer every minute.
3. Fewer campaigns : The employee stops proposing new ideas, accepting additional responsibilities or participating in cross-functional projects.
4. Half-life : Reduced interaction with colleagues or refusal to participate in social events organized by the company.
5. Performance is declining : Although subtle, a slight decline in the quality or quantity of work done could be a sign that the employee has reduced his personal investment.

Impact on the business:

The a silent pause can have a significant impact on overall productivity and business dynamics:

• Loss of productivity : When employees limit their contributions to their contractual missions only, the overall performance of the team can suffer, especially if several people adopt this behavior.
• A discouraging effect : The quiet independence of some employees can affect team morale, creating tension or a sense of injustice among those who continue to invest fully.
• Conversion : the a silent pause that could be a step too far to retire, increasing risks convert if the root causes are not addressed.

How do you prevent a silent stop in your company?

To prevent the a silent pauseit is essential to understand the root causes and create an environment where employees feel valued and interested.

1. Promote recognition and development opportunities

Employees who feel valued are more likely to stay engaged. Offer regular feedbackrecognizing successes, and offering opportunities for career development are all tools for maintaining motivation.

2. Promoting well-being at work

Give a voucher work/life balance is necessary. This can be achieved through policies of flexible telecommutingpromote a culture of respect for schedules and the implementation of initiatives for the well-being of employees, such as rest areasrest rooms or even nap rooms.

3. Communicate the meaning of work

Employees want to feel that their work has an impact. Give meaning to your daily missions, and align the company’s goals with the personal values employees, helping them feel more connected to their position.

4. Create spaces suitable for different uses

The work environment plays an important role in employee engagement. By designing places changed to the specific needs of your teams (for example, a open space for collaborative discussions and quiet spaces for individual tasks), you enable productivity and well-being.

5. Download listening culture

Encourage a open communication and by giving employees the opportunity to express themselves about their problems or dissatisfaction they will help to recognize the first signs of a silent pause. It is essential to establish a relationship of trust between teams and management.