The opposite of quiet quitting: Quiet hiring

Quiet hiring is a strategy companies are using to fill in gaps at the company without hiring new full-time employees. It can mean hiring temporary contractors — but for the most part, it means giving current more responsibilities beyond their job description.

We could say it’s the opposite of quiet quitting.

According to SHRM research, HR experts who are afraid that quiet quitting will have a negative influence on their business feel it will reduce employee morale in the workplace (83%), employee productivity (70%), or the quality of employee work products (50%). If we start from another definition; “Quiet hiring” is when a business retrains its workers and gives them new skills to fill in gaps in a business, often caused by labor shortages. So, can quiet hiring be the solution to quiet quitting?

While many businesses and organizations see ‘Quiet Hiring’ as a way for them to get their employees to do more for less, there are better, more effective, and innovative ways to use this strategy that will benefit your business and your people.

Like what?

Encouraging internal talent mobility by deploying employees to the areas where the organization most needs them. To compensate people for their evolving roles, organizations can offer a one-time bonus, raise, additional paid time off, a promotion, greater flexibility, and more.

Providing specific upskilling opportunities to help employees to meet evolving organizational needs.

Leveraging alternate methods, such as alumni networks and gig workers, to bring in workers with specific skills for high-priority tasks when new headcount is not an option.


Tips for Effectively Managing Quiet Hiring

  1. Emphasize how their individual performance contributes to the overall success of the business to prevent them from feeling undervalued. Without a proper introduction, this could lead to their resignation.
  2. Explain why this change is necessary for achieving success. Transparency and open communication goes a long way in building their loyalty and trust. This also offers them a clear idea of what the future of the company looks like.
  1. Offer clear reasons for this change and inform them of how it benefits them personally.
  2. Make sure employees understand any new opportunities quiet hiring could provide for them. This could present an opportunity for them to experience new roles within the organization and gain new skills needed for growth.
  3. Offer career development, work-life balance, or salary incentives to motivate employees to make the change.
  4. Show that the shift is a joint effort to achieve success together, rather than an individual or team-based decision.

By following these tips, you can ensure that your workforce is properly managed and mitigate any potential problems associated with quiet hiring. With proper communication and understanding, you can ensure that employees are satisfied and motivated to do their best work, even in the face of change.


Sources: Forbes, AwardStaffing, SHRM, Gartner

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