Are you familiar with the terms “quiet quitting” and “quiet hiring”? These are two phenomena that are increasingly prevalent in the modern workforce, and they may be indicative of a larger problem.
“Quiet quitting” refers to when an employee decides to leave their job without telling anyone, often because they are dissatisfied with their current position but don’t want to cause a scene. “Quiet hiring”, on the other hand, occurs when companies are trying to fill positions but don’t publicly advertise their job openings, instead relying on word-of-mouth and personal networks to find qualified candidates.
While both of these practices may seem harmless on the surface, they can have negative consequences for both employees and employers. Quiet quitting can lead to a lack of communication and transparency, which can make it difficult for managers to address issues and improve retention rates. Meanwhile, quiet hiring can limit diversity and perpetuate the “old boys’ club” mentality that has plagued many industries for decades.
So what’s the root cause of these problems? According to career expert Ashley Stahl, it’s a lack of trust. Employees may not trust their managers to listen to their concerns and make changes, while employers may not trust that publicly advertising their job openings will result in qualified candidates.
To address this issue, Stahl suggests that companies should focus on building trust through open communication and transparency. This means creating a culture where employees feel comfortable sharing their thoughts and concerns, and where managers are receptive to feedback and willing to make changes when necessary. It also means being open and honest about job openings, and actively seeking out diverse candidates from a variety of sources.
Ultimately, the key to combating quiet quitting and quiet hiring is to prioritise trust and transparency in the workplace. By doing so, companies can foster a more positive and productive work environment for everyone involved.
At Hyred, we provide regular talent management support to our clients. This can help identify areas of concern and provide solutions to prevent the risks of “quiet quitting” and “quiet hiring”. Connect with us today and we will connect you to the best candidates that will suit your organisation.
