There have been many workplace trends in the past few years. These trends include the “great resignation” and now quiet quitting. What exactly is this quiet quitting phenomenon? Simply put, employees engage with only their primary responsibilities – choosing not to work longer hours and becoming less invested in their work. While this might seem like an obvious statement, showing up early or working longer than usual hours has somehow become the norm and even expected. A study by Gallup showed that the average number of hours worked is more than the typical 40-hour work week.
The important question now becomes: what factors or changes have resulted in this trend? Although one cannot pinpoint the answer exactly, conclusions can definitely be drawn when looking at what has changed in the last few years. One of the main reasons would be that the pandemic coaxed out “realizations” they were previously too busy to face. More time spent cooped up at home during the pandemic has allowed individuals to sit down and ponder deeply about their life purpose and direction. During the pandemic, many people focused on work as a way to pass time. At the end of the day, they have found it unfulfilling and purposeless to their own life goals. This over-investment of time in their work did not create value in their personal life and goals. Employees started to question why they were going over and beyond for a job that was not fulfilling. However, being employed provides many with the financial stability that is invaluable, especially during these post-pandemic recessionary times. Hence, many choose to “quiet quit” instead of actually quitting.
Furthermore, Millennials and Generation Z are now the main demographics that compose the working class. These generations have a track record of challenging the status quo and prioritizing mental health. It is no surprise that work-life balance is a priority for them and they are unwilling to invest their personal time in order to work overtime. In economics, this is called the “Principal-Agent Problem” where the agent (in this case, employees) act to support their personal interests that directly conflict with the principal (their companies). Companies will need to better align their interests with those of their employee’s in order to ensure that profits do not falter just because employees are not working longer hours.
As mentioned, the new working class prioritizes work-life balance. This implies that work has to be allocated in the most optimal manner to keep the company running smoothly. However, this requires the ability to track and collect data in order to implement effective solutions.
This is where TRIYO steps in.
TRIYO gathers information embedded in user interaction to provide purposeful data. Thus, companies can implement strategies that contribute to immediate efficiency gains. Tracking resource utilization and making optimal allocation decisions can help companies mitigate workplace trends that negatively impact profits.
Click here to learn how to optimize your organization’s workflows and reduce quiet quitting.
TRIYO’s intelligent data platform integrates, aggregates data from all communication channels across an organization and visualizes the data to generate powerful insights into resource utilization, client engagement and process efficiencies.
Our mission is to help organizations to surface and understand the latent data hidden in all communications channels to provide real time insights into process gaps and to create efficiencies