Quiet quitting has been gathering a lot of attention in the media as of late, as well as companies struggling to find employees to fill roles. I would challenge companies to consider that rather than the issue being the general population, the focus should be changed to “undercompensation” or “underrewarding”. These are terms that describe when corporations fail to reward employees for exceeding expectations.
Undercompensation occurs when an employee's compensation, including salary, bonuses, and other benefits, does not adequately reflect their contributions to the company. This can result in feelings of frustration, demotivation, and a lack of engagement from employees who feel undervalued and underappreciated.
Underrewarding, on the other hand, refers to situations where employees are not recognized or rewarded for their exceptional performance or contributions to the company. This can result in a lack of motivation and a decrease in morale, as employees may feel that their efforts are not being recognized or appreciated.
Both undercompensation and underrewarding can have negative consequences for both the employee and the company. When employees feel undervalued and underappreciated, they may be more likely to leave the company or become disengaged, leading to a loss of talent and decreased productivity. This may also lead to the reference of “quiet quitting” or that certain generations just aren’t as committed. Companies that fail to adequately compensate or reward their employees may struggle to attract and retain top talent, which can impact their overall success and competitiveness in the marketplace.
While certainly anyone can put the blame on others, companies should assess and adjust their compensation and reward structures to ensure that they are fair and competitive. Taking a page from the dating lifestyle; “It’s not you, it’s me.”