The term “quiet quitting” has recently gained popularity and is cause for concern among employers. While the origin of the phrase is unclear, it has become a hot topic on social media and in mainstream news. Different interpretations of the term exist, with some defining it as an employee continuing to perform their work duties but not subscribing to a work-centric lifestyle, while others see it as a lack of effort beyond the bare minimum.
While promoting employee wellness and healthy boundaries is a positive goal for any workplace, employers are struggling to figure out how to address “quiet quitting” when it leads to a significant drop in work performance or job neglect. As an employment law attorney, Lenora Plimpton offers steps for employers to combat the phenomenon legally while simultaneously supporting both their and their employees’ needs.
Step one is to have an informal discussion with the employee to gain insight into what is happening. It is crucial to listen for any mention of medical or family problems, as laws like the ADA and FMLA apply to such situations. At this time, workplace culture and barriers to effective performance can be discussed. This conversation should be followed by written documentation to keep for future reference.
Step two is formal verbal counseling. If no protected cause exists for an employee’s lack of performance, and if the problem persists, this step is necessary. The employee’s supervisor should provide the counseling, with specific examples of observed performance problems and agreed-upon steps to resolve them. This counseling should be documented in writing for future record-keeping.
Step three is a written warning and HR involvement. If improvements are not made after the previous steps, written discipline should be implemented, potentially in the form of a detailed performance improvement plan. Should no improvement occur, termination or demotion may be necessary after carefully evaluating legal risks and preserving relevant documentation.
Ultimately, minimizing risk and addressing quiet quitting without terminating an employee is the desired outcome. However, with the right approach and preparation, employers can manage the issue and maintain a healthy workplace.