5 Ways to Combat Quiet Quitting in 2023 for Malaysian Employers

Disclaimer: This article should not be considered to be legal advice, and altHR is not liable for any actions taken based on this article.

By now, many of us working in human resources should already be planning (or have completed our planning) for the year 2023. Business objectives, HR goals and targets, and overall workforce management actionables should already be outlined for the year ahead — but with the dynamic nature of the HR world, it’s important to take proactive steps to combat certain foreseeable challenges ahead.

One of these challenges is the upwards rising trend of quiet quitting, which is the practice where employees simply complete the bare minimum at work. It also involves refusing to go above and beyond their basic job scopes, and ultimately, it’s a concept that is driven by the sentiment that work-life balance must be prioritised above all things. 

While work-life balance should certainly be prioritised, quiet quitting is dangerous in that it can reduce — or even eliminate — the connection and passion that employees feel with their work. This can have a larger, detrimental impact on the business. 

Here are some steps that employers, managers, and HR practitioners in Malaysia can take in order to combat quiet quitting in 2023. 

1. Reconsider the intervals of performance reviews 

Performance reviews or appraisals are traditionally held on an annual basis. To help combat quiet quitting, it’s important to have an open dialogue with your employees to encourage an ongoing, transparent feedback loop. 

Consider shortening the intervals between performance reviews to bi-annual sessions, or even quarterly catchup sessions between leaders, HR, and employees. These reviews should offer a chance for leaders to discover any potential roadblocks, issues, or sentiments from employees on a more regular basis, which in turn will help to ensure that your employees remain engaged, empowered, and happy. 

With the modern workforce going increasingly digital and flexible these days, you should also be sure to have a system (such as altHR) that can track and manage these sessions in one centralised platform. Read more about that here. 

2. Ensure that employees are properly compensated

Money shouldn’t be the be-all-and-end-all for employees, but at the end of the day, remuneration is a huge factor in employee happiness. It’s also important to note that monetary compensation is an important way for employees to feel recognised for their achievements and efforts at work, which is why it should be seen as a key factor in preventing quiet quitting. 

Ensure that your team members are adequately recognised and rewarded at work, and you’ll be able to reap a positive workplace culture that helps to prevent quiet quitting. This can be a challenge when balancing the financial side of the business and employee happiness, but it should certainly be one of the key items on your to-do list when preparing for 2023. 

Employee recognition can also be offered in non-monetary ways, of course. Find small ways to celebrate your employees’ achievements within the team, while promotions and other work-related rewards should also be considered. 

3. Chart out career growth with your employees

Career growth is also another pivotal element that can potentially lead to the practice of quiet quitting, if not managed properly. During performance reviews (as mentioned above), speak to your employees about future plans and career direction opportunities, and try your best to truly listen when they share future goals — both personal and professional. 

Understand that a driven employee will generally lead to better performance, and try to build a mutually beneficial relationship between the organisation and its employees. This will help to build a stronger workforce that is aligned with the goals of the organisation. You can even consider offering cross-departmental opportunities for certain employees, although this will vary from employee to employee, business to business. 

4. Encourage rest 

This may seem obvious, but employee burnout remains a leading cause of quiet quitting. As such, be sure to offer sufficient opportunities for employees to take a break, whether it be in the form of leave entitlements, different workflow cycles, or even company retreats and teambuilding sessions. 

You’ll want to ensure that complacency doesn’t become an issue, but you’ll need to balance this with the chance for your team to be recharged and ready to tackle issues in 2023 head on. With a powerful HR platform, you’ll also be able to track all time off to ensure that the business continues to achieve its objectives — while rotating the team around to ensure that everyone is sufficiently rested. 

5. Promote leadership opportunities 

Similar to career growth planning, it’s also important to give employees opportunities to build on soft skills such as leadership. Even if the opportunity for formation leadership isn’t available for certain employees, consider extra-curricular committees or organisational events to ensure that everyone is given the chance to hone their skills — while proving their mettle for leadership and advancement opportunities in the future. 

This opportunity for growth and leadership will not only help employees in their professional growth, but it will also stimulate more development for employees as a whole. Related to point number 1 above, speak to your team members openly and transparently about their aptitude and potential for certain growth opportunities — and try your best to align these with the needs of the business. 

Again, this will be a mutually beneficial relationship, one that will reward both employers and employees.