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Quiet actions are the new trends in the workplace

Written by Staff Writer

August 15, 2023

By Sinazo Mkoko

By now, you’ve probably read hundreds of articles about quiet-quitting and the great resignation which have become the “new normal” in this digital era. Employees have been applauded for standing their ground and fighting to maintain a work-life balance. But now there’s a new HR trend and a new buzzword for 2023: quiet hiring.

Gartner – a provider of research and consulting services for businesses in 90 countries, describes quiet hiring as the “practice of an organisation acquiring new skills without hiring new full-time employees.” This new HR strategy can be internal or external. In internal quiet hiring, the employer develops internal staff to fill open positions in the organisation or gives current employees more responsibility outside their job description without adding new full-time employees. In external quiet hiring, the employer can hire short-term contractors to keep the business running.

Listed as one of the top HR trends for 2023, this phenomenon is quietly shaping workplace culture across the globe. One could argue that the trend is in response to the “quiet quitting trend“, which is when employees perform the bare minimum required in their employment contract and create clear boundaries to achieve work-life balance and refuse to subscribe to the ‘work is life’ culture to lead their careers and stand out.


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When done right, quiet hiring can be beneficial for both the employer and the employee. It gives employees an opportunity to grow their current skills, learn new skills, and extend their careers, which benefits the organisation and makes employees invaluable to the current organisation and more marketable to others.

CRS Technologies, a leading provider of solutions and services to the growing human capital management industry, has drafted a few guidance points that organisations can use to better manage the quiet quitting trend and avoid having to take drastic measures to control a frustrated, confused, and tired labour force.

Key factors to consider include:

  •  Keeping increases in workload short-term;
  •  Compensate your team;
  •  Make stepping up optional;
  •  Be upfront about role growth;
  • Utilise employee recognition strategies;
  •  Build rapport and relationships.

Sources:CRS Technologies|Gartner

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