Quiet quitting. New term, same gist. Coined by social media influencers, it’s the newest buzzword on the block – and as a startup or scaleup founder, it needs to be on your radar.  

So, what is quiet quitting? As buzzwords go, it’s somewhat misleading. In short: it means doing no more and no less than your job requires of you.  

What it isn’t is quitting your job quietly – or even coming close to quitting your job. Some describe as work to rule, others call it an act of resistance. But essentially, it means doing the job that you’re paid to do and meeting your job description – but not going above and beyond, or not taking on additional duties.  

Quiet quitting negativity 

The very term ‘quiet quitting’ has negative terms. It implies a degree of secrecy, underpinned by laziness. But if we focus solely on what employees do (or rather, don’t do), we’re missing an important point. Workers aren’t necessarily work shy. They’re not, by default, looking for an easy ride. They’re simply exercising choice on how they apply themselves professionally, whilst also setting boundaries so that work doesn’t impede on other parts of their lives.  

Prioritising our personal lives whilst not glamourising or encouraging overworking should be encouraged, right?  

After all, closing your laptop at 5pm, after a productive day working, is just that – a productive day working. But whilst this might work in a corporate or big tech business, how does it translate to tech startups and scaleups? In fledging businesses, who embrace chaos and a ‘all-hands-on-deck’ mentality, where the traditional 9-5 isn’t the norm or even a workable option.  

Whichever way you look at it, if you’re a startup founder, quiet quitting is something that can have serious repercussions for your business.  

Quiet quitting and startups: things to consider 

We know that working for a startup requires a certain type of person – especially in the early stages. You need people who can wear multiple hats, are adaptable to change and who will step outside their traditional remit when necessary. And whilst every startup founders hopes to attract employees that match their entrepreneurial energy, drive and enthusiasm, this doesn’t always come to fruition.  

So if you want to counterbalance the impact of quiet quitters in your startup workforce, you need to start by learning to recognise the quiet quitting signs.  

According to Gallup, the phenomenon of quiet quitting is linked to a fall in employee engagement. A failure to clarify expectations, fewer career opportunities, feelings of not being valued and lack of connection to the wider organisational mission – all these point to a growing disconnect between employers and workers.  

Look out for signs of chronic disengagement and a willingness to isolate themselves from their colleagues. A withdrawal from non-necessary work is something to be aware of, as is low level murmurings from colleagues who have had to pick up the slack or push a project over the line. Are they attending (remotely or physically) meetings, but not engaging or contributing to discussions? Sometimes you need to read between the lines – and especially so if your employee is working remotely.  

Be clear about what you want from a startup employee. Remember, diversity is a strength. Do you want them to (occasionally) do more than they’re paid for, or than is within their role requirements? Then you need to recognise that, whether that’s through their salary, performance-related incentives (and not just monetary) or as part of an equity scheme.  

Ask yourself, do you have a two-way line of communication, an articulated progression path and a clearly defined organisational purpose? And make sure you and your senior team are checking in with your startup employees regularly, whether that’s through meaningful one-to-one, quarterly reviews or 360 feedback.  

Consider the pros of quiet quitting 

As a startup founder, it’s important that you recognise that some people simply want to do the job they’re paid to do. Not everyone is driven by ambition, perfectionism, and enjoyment to do more than is asked of them. And that’s fine.  

Someone who turns up on time, who works the hours they’re contracted for and who does the work that they’re paid for shouldn’t be labelled a ‘quiet quitter’ simply because they don’t go above and beyond what is expected of them. In fact, normalising people working more than they’re paid to do so is a dangerous game – and rather, some would argue that workers setting boundaries for themselves is applaudable. As a founder, you need to be aware of the wellbeing of your team, and not simply assume that working all hours is best. 

Stopping quiet quitters before they get to that stage is your first line of defence. Be proactive. Encourage a healthy work-life balance and ensure that your employees feel valued, listened to and have clear expectations. Because if you want your startup to thrive and innovate, you need to invest in your employees and use tools to engage and motivate them in their roles. 

If you’d like to talk more about how to combat quiet quitting in your startup or scaleup, get in touch with our co-founder and CEO, Alan Furley at alan@isltalent.com or connect on LinkedIn.