The outcome? A toxic atmosphere fueled by an unspoken, but still supported sense of legitimacy.Īnother issue closely linked to quiet hiring is proximity bias. The strategy behind quiet hiring is, in many ways, unsaid and informal, which means that the rivalry it generates is hard to regulate. And we’re not talking about healthy competition. Putting self-promotion over self-improvement creates a rivalry between co-workers.
#Quiet meaning how to#
So, rather than focusing on how to be better at their job, employees are instead thinking about how they can stand out from the crowd. They’re saying: “It’s not what you do that matters most it’s what we (the decision-makers) see you do.” The training platform that users consistently rank #1.Įmployers who “quietly ” assess employees and promote those who go above and beyond, send a confusing message out to their workforce. Grow your employees’ skills and help them thrive at work They’re the (important) majority that quiet hiring forgot. Just because they’re not clamoring for attention, promotion, or more responsibilities, doesn’t mean they’re “quiet quitting.” And it certainly doesn’t mean they should be overlooked for a salary increase or any other reward attached to great performance. And what does quiet hiring do for them in return? Ignore them. But rather than striving for a promotion, a new role in a different area, or public acclaim, they simply want to grow their expertise and get better at what they already do.
Happy in their role, most of them are clearly talented and interested. Most employees are good, reliable, and efficient workers. There’s another damaging side to quiet hiring.
Not only does it write off the development potential of most employees, but it also ignores the important role they play in simply: Keeping. Rather than a sensible and progressive strategy, quiet hiring is actually a get-out clause. And it absolves employers of any role whatsoever. It puts all of the responsibility for development, self-improvement, and motivation on employees themselves. It’s bad for business.Īnd this is where the quiet hiring concept doesn’t stand up. An untapped and potentially rich resource, ignoring this quiet contingent isn’t just unfair and lazy. With support and encouragement, most will achieve, deliver, and care more. But that doesn’t mean they lack the ability. They may lack the confidence and bravado to put their heads above the parapet. And they should be acknowledged for what they achieve.īut that doesn’t mean that “average” employees can be ignored. These high-performing individuals are focused and self-motivated. And it explains why employers are so keen to recognize and reward this group of employees.īut the story behind quiet hiring isn’t quite so simple. From a business perspective, that kind of disparity’s hard to ignore. Research shows that high achievers can be 400% more productive than average employees. But what is quiet hiring, really? The important majority that quiet hiring forgot Whether it’s bonuses, promotions, pay rises, or more challenging roles, in a quiet hiring world, employees who stand out by going above and beyond get more (good) attention, more money, more praise, and more opportunities. Our focus here is on the last link in the chain, quiet hiring.Īdopted most prominently by Google, quiet hiring is the recruitment strategy of pinpointing so-called “high-flyers” within an organization and rewarding them by default over other workers. Instead, a unique set of circumstances has linked, elevated, and formalized the behaviors they represent. But the truth is, these trends aren’t new. Industry pundits have presented these trends as a narrative, like this.
Now, just when you thought HR couldn’t get any more tight-lipped, quiet hiring has crept inaudibly onto the scene. By making the workplace unrewarding and unappealing, they tried to shift unwanted (quiet) employees from their posts. Inspired/enraged/threatened (delete as applicable) by this, employers became passive-aggressive.
Prioritizing balance over burnout, the phrase described employees’ under-the-radar bid to keep control over their workload. The drop in volume all started with quiet quitting. If you work in HR, the answer’s probably ‘no’, because, over the past year, the industry’s stopped talking.
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