How 'Quiet Quitting' Can Damage Your Career Opportunities

Are you experiencing job dissatisfaction in the workplace? Are these feelings causing you to be less than enthusiastic towards your job, your workload and your employer? If you are noticing a general sense of apathy which is slowly affecting your job and your overall mindset, you might be experiencing what is known as ‘quiet quitting’.

Before we explore how this can damage your career opportunities, let’s take a brief look at what quiet quitting is:

Quiet quitting is when an employee mentally disengages from their job without officially resigning or expressing their feelings to their manager/s. Whilst you may not be outright resigning from your position, you may not be looking to go above and beyond for your employer and simply doing the bare minimum that is required.

Growth and Development

Growth and development is a natural part of any healthy workplace and quietly quitting can seriously affect your chances of further development, growth and promotion in your workplace. Employees who are engaged, motivated and happy to participate as a team are generally the first ones in line for further opportunities within a company.

Career Reputation & References

When you are in a negative period in a job, it can be difficult to separate yourself from your negative feelings whilst you are at work, but your employer and colleagues might be more perceptive than you think and may pick up that something is wrong or you aren’t reaching your full potential. This can harm your reputation as a professional in your line of work and may affect your chances of leaving the job with excellent references in the future.

Networking Opportunities

Networking within or outside your organisation are vital for your growth and often brings with it positive changes and career growth. The nature of quiet quitting can cause you to miss out on genuine connections and networking events with others in your industry, leaving you feeling more disappointed in the industry as a whole and less likely to open doors to new opportunities.

Mindset

Perhaps the most important point on this list is that quietly quitting could seriously affect your own mental health and mindset and cause an overall lack of motivation which could spill over into your personal life and any future working relationships and roles. Dreading a Monday morning isn’t fun for anyone so it’s important to reach out to someone you trust to talk over your feelings and the options available to you.

In the first instance, it’s best to think about talking to your supervisors or HR about the issues you are currently experiencing and see if they can help, most problems can be solved with some openness and honesty! If you don’t feel that is an option for you, it might be time to consider pursuing a new role which is more in line with your values and work ethic.

For more help and advice around career opportunities, our experienced and friendly team would love to chat with you about your options and next steps. You can contact us here.

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What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024

With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often? Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024

At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .