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A behavioral scientist shares the data to prove it and offers best practices to minimize quiet quitting and lower productivity concerns amid a hybrid return to office.
Quiet quitting—a term that has become all too familiar for business owners—refers to doing the bare minimal tasks of your job description well enough that you don’t get fired. Introduced in March 2002, it only started to gain traction as an issue of concern among business leaders when US government data on productivity, released in August 2022, showed a sharp, unexpected drop in Q1 and Q2 of 2022.
Is remote work responsible for Quiet Quitting?
Many traditionalist leaders rushed to attribute this drop in productivity and rise in quiet quitting to remote work. For example, BlackRock CEO Larry Fink attributed the drop in productivity to remote work. He called for requiring employees to come to the office to address this problem.
Yet the claims of traditionalists don’t add up. If quiet quitting and the resultant drop in productivity stemmed from remote work, we would see a drop in productivity right from the start of the pandemic, when office workers switched to remote work. Then, when offices opened back up, especially after the Omicron wave at the end of 2021, we would see productivity going up as workers went back to the office from early 2022 onward.
In reality, data shows the opposite trend. US productivity jumped in Q2 2020 as offices closed, and stayed at a heightened level through Q4 2021. Then, when companies started mandating a return to office from early 2022, productivity dropped sharply, according to the US Bureau of Labor Statistics.
So what explains the drop in productivity associated with quiet quitting? According to Ben Wigert, director of research and strategy for workplace management at Gallup, forcing employees to come to the office under the threat of discipline could lead to disengagement, fear, and distrust. Gallup find… Read More
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