By Verlon E. Salley
Lately, I have been reading about a phenomenon in the workplace that many folks are contemplating utilizing. The term for this phenomenon is “Quiet Quitting.” Wikipedia defines Quiet Quitting as an application of work to rule, in which employees work within defined work hours and engage solely in activities within those hours. It is more of a rebellion against an employer than actual quitting or a resignation.
Because I have been fascinated with this phenomenon, I have been asking many of my colleagues their thoughts about it. One of my professional circles consists of a group of Black males who come together monthly to talk about work, family, social and political events. Recently, I asked the group their thoughts on quiet quitting. My colleague who is a CFO of a hospital in Pennsylvania shared how quiet quitting was affecting his organization. Many employees (i.e., schedulers, coders, etc.) in his organization were asked to return to work from hybrid environments. Some of these employees are doing so reluctantly and others are resigning from their jobs. After explaining all the different nuances that are going on at his hospital, he asked the group for ideas that could help his hospital resolve their new attrition problem.
I told him I saw this as an opportunity to kill two birds with one stone. The other workplace phenomenon that we had talked about recently was diversity, equity and inclusion (DEI) in the workplace. Employers need to create initiatives that enable the employee to feel valued regardless of their gender, race or self-identification. In other words, rebuild the culture of your workplace to value what the employees feel matters most.
I asked him to consider having his company utilize an office building where all hybrids could come in to work instead going back inside of the hospital. Along with a hoteling office concept, then outfit the office building with reading rooms, lounges, theater rooms and other innovative whimsical workspace ideas. Lastly, allow the hybrid employees to help design the space and chose which days of the week they would work from the building instead of home.
The bottom line is that the solution for DEI and Quiet Quitting are the same. An employer must intently support a culture that values the employees it employs. If an employee works within a culture where they feel they can advance, excel and grow; they may never leave.
Verlon E. Salley is the Vice President of Community Health Equity at UAB Health System.
