21 Oct What is ‘Quiet Quitting,’ and How Does it Damage Nonprofit’s Efforts?

The recent phenomenon of ‘Quiet Quitting’ has become an increasingly popular topic. This term refers to what happens when an employee decides to do the base minimum at their job, usually without energy or passion, and, rejecting the idea of starting work early or finishing late and not exerting any additional effort.

This trend has made its way across generations, starting on social media, and impacting companies now on a global scale. Why has this phenomenon become so popular? It’s safe to think this could result from employees feeling that their work is going unrewarded or that they are not receiving the appropriate benefits for their work.

Nonprofit culture is all about passion, giving extra, making connections and bridging the gap between resources and goals. Nonprofit employees are usually known for going above and beyond and doing whatever it takes to make a difference for those they serve.

So how does this trend damage efforts to nonprofits? Without this extra passion behind the job, nonprofits may see a decrease in activities, volunteer engagement, donor relations, fundraising and more…resulting in less support for the communities and causes they serve.

We’re here to explore thing you can do to help prevent ‘Quiet Quitting’ and make an environment that your team thrives at and enjoys.

Embrace a ‘People’ Culture

This means shifting away from viewing your employees as a resource and taking on a people-first structure. When you value your employees as individuals as opposed to resources, it results in improved productivity and innovation. An organization that embraces a people-first culture understands and appreciates good work and provides employees with opportunities to develop and grow.

Offer Flexibility

Since the COVID-19 pandemic, remote work and flexible working conditions have been a topic of discussion and debate, with many employers focused on what they think they need to be versus what employees want. True flexibility encompasses workplace flexibility (where employees work) and schedule flexibility (when employees work). Achieving true flexibility that works with your nonprofit will require listening to your employees, looking at the data and aligning it your organization’s goals.

Encourage Motivated Employees

Every nonprofit organization wants to grow and have constant progress in order to serve others, but today’s market is highly competitive regardless of size, and as a whole organizations are facing employee retention challenges. Finding out what motivates your employees and implementing those concepts into the work environment is key. Studies have shown that the effectiveness of an organization with a positive relationship with motivation has positive and lasting results. Nonprofit leaders can shift the motivation of their employees by being considerate and staying in the know of the culture and trends that influence today’s workforce.

While ‘Quiet Quitting’ may be a trend that causes alarm, there are ways you can engage your team to lessen its effects. We’d love to hear your organization’s take on this!