“Quiet quitting” refers to a situation where employees disengage from their jobs and the organisation without openly expressing their dissatisfaction or resigning.
Instead, they become emotionally detached and disinterested, which can lead to reduced productivity, decreased morale, and ultimately, a decision to leave the company quietly.
Let’s analyse the factors within the “Pyramid of Quiet Quitting” from the base upwards:
1. Base Level: Lack of Trust
Trust is fundamental in any human relationship, including the one between employees and their organisation. When trust is lacking, employees may experience feelings of insecurity and uncertainty. This can manifest as increased stress and anxiety as they question the reliability and integrity of their employer.
2. Level Above: Lack of Consistency
Inconsistent policies, procedures, or management can create a sense of chaos and unpredictability in the workplace. Psychologically, employees may feel a loss of control and stability. This can lead to increased stress and a feeling of being on edge, as they can’t anticipate how things will unfold.
3. Middle Level: Lack of Feeling Valued
Feeling undervalued or underappreciated at work can have a profound impact on an individual’s self-esteem and self-worth. Psychologically, this can lead to feelings of frustration, low self-confidence, and even resentment. Employees may question their own abilities and value to the organisation.
4. Level Above: Lack of Sense of Belonging
A sense of belonging and being part of a community at work is crucial for psychological well-being. When this is missing, employees may experience feelings of isolation and alienation. Psychologically, they may suffer from loneliness, which can lead to anxiety and depression over time.
5. Upper Level: Lack of Communication
Poor communication or a lack thereof can create a sense of disconnection and frustration. Employees may feel unheard and unimportant. This can lead to psychological stress as they struggle to understand their roles, expectations, and where they fit within the organisation.
Understanding these psychological impacts at each level of the “Pyramid of Quiet Quitting” is essential for organizations.
It highlights that quiet quitting is not just about reduced productivity but also about the emotional and psychological toll it takes on employees. Addressing these factors requires fostering a workplace culture built on trust, consistency, appreciation, a sense of belonging, and effective communication.
When these psychological needs are met, employees are more likely to engage with their work and organization, reducing the risk of quiet quitting and turnover.
#employeerelations #employeeengagement #quietquitting
