En quoi consiste le quiet quitting ?
Le quiet quitting, autrement dit la démission silencieuse, a commencé comme de nombreuses tendances, sur les réseaux sociaux et notamment sur tiktok aux États Unis.
Le quiet quitting fait référence au fait de se retirer des tâches qui vont au-delà des tâches assignées à un employé et ainsi devenir psychologiquement moins investis dans son travail au lieu de démissionner. L’idée et de faire le strict minimum au travail voire faire juste acte de présence et de refuser de faires des heures supplémentaires, d’être sollicité en dehors de ses horaires de travail ou encore d’endosser des responsabilités qui ne font pas parties de ses attributions.
En effet, aujourd’hui, la démission silencieuse est une nouvelle façon d’appréhender sa vie professionnelle en travaillant à la hauteur de son salaire. Ce phénomène touche les personnes de tout âge pour différentes raisons :
- Une souffrance lier au fait de ne pas trouver sa place au travail, le manque d’épanouissement
- L’envier de défier le monde de l’entreprise
- La volonté de faire prendre conscience de l’urgence d’effectuer des changements pour tenir compte davantage de l’aspect personnel des salariés
- Le désir d’obtenir davantage de respect envers les salariés
- Le manque de reconnaissance impliquant une remise en question sur leur rythme de vie
Les quiet quitters choisissent alors de ne pas démissionner mais de ralentir leur rythme de travail pour préserver leur santé mentale.
Comment les entreprises répondent à ce phénomène
Écouter et investir !
Les entreprises peuvent air par plusieurs moyens pour réduire le quiet quitting.
Premièrement, la communication joue un rôle crucial au travail. En effet, encourager les salariés à parler des leurs préoccupations et à donner leur ressentis sur la façon dont l’entreprise peut améliorer l’expérience au travail.
En créant une culture d’entreprise positive, cela va encourager la collaboration, la transparence, la diversité et l’inclusion au sein de l’’entreprise. Il faut donner la priorité à la création d’un environnement dans lequel les travailleurs se sentent en sécurité pour s’exprimer, dans lequel ils croient que l’organisation se soucie d’eux et dans lequel ils peuvent avoir confiance que les dirigeants entendront et traiteront leurs préoccupations.
Il est fondamental que les salariés se sentent appréciés et valoriser, pour favoriser cela, les entreprises peuvent offrir des avantages sociaux comme des jours de congés payés, des programmes de formation et de développement professionnel par exemple.
Enfin, offrir des possibilités d’évolution de carrière permet de réduire le manque d’épanouissement et de stimulation a travail et ainsi de fidéliser ses employés à son entreprise.
Le phénomène de quiet quitting n’est qu’une évolution du monde du travail. Suite à la crise sanitaire beaucoup d’habitudes ont été remises en question, la relation au travail en fait partie.
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