The new trend that workers from various generations are now embracing and advocating for is a term called “quiet quitting.” I've noticed this term is used by many individuals on various social media platforms who feel like their time and efforts have not been fully appreciated by their employers, and they are now discouraged to put great efforts into overexerting themselves because their financial compensation does not warrant any additional effort. Another parameter around this term is for workers to embody the concept of starting and exiting their workplace at their required time only, with the idea of staying late or beginning work early being non-existent.

One can assume this concept is rooted in employees working hard at a company and not reaping the benefits of their efforts. The causes for quiet quitting will vary by employer, but some general ideas of what employees state as their most common frustrations include feeling undervalued, underpaid and under-encouraged when great work is being accomplished.

So, what can nonprofit leaders do to reduce the number of employees who are now exercising this new work trend?

  1. Provide value for your employees.
  2. Revisit your pay scale and benefits.
  3. Encourage motivated employees.

Read the full article about quiet quitting by Tameka Womack at Forbes.