The smoke of devastation brought about by the Covid-19 pandemic is slowly clearing up. Organizations have started once again the engines of their organizations and it seems that it’s back again to normalcy for the majority of the world economy and its related organizations.
But the issue of quite quitting is coming to fore in many organizations wherein employees are simply going thru the motion in doing their jobs. There is no more motivation to do their assigned jobs they simply do their jobs because they need to earn a living for their families. And while doing the bare minimum in doing their jobs these employees who are into quite quitting are also looking for opportunities of employment elsewhere.
However, why do employees engage in quite quitting? They are into quite quitting for the simple reason that they are not satisfied with their present employment. Employment dissatisfactions are basically the reason for quite quitting. These dissatisfactions of employment are caused by a number of things. For example, organizational leadership and setup, behavior of co-employees, the issue of salary and benefits to name a few.
Therefore, when there is dissatisfaction human’s normal reaction is to look for the solution to address the dissatisfaction. And once they find this magical solution they will now think of resigning. The prudent ones will not immediately resign they will first see to it that there is already an employment waiting for them before they resign.
Quite quitting is actually an organizational problem that is preventable if only organizational leaders would find time to listen to the issues being raised by their employees. Lest we forget, those who engage in quite quitting are normally the competent ones who confidently think that they can easily get employment from organizations who can satisfy the needs and wants of their employment. – Marino J. Dasmarinas
