Can Mentoring Help Stop "Quiet Quitting" or "Quick Quitting"?

A few interesting trends have emerged in the workforce, and Generation Z is shouldering the lion's share of the blame. The trends are around how employees show up in the workplace and how they leave. The specific trends that we are discussing are "Quiet Quitting" and Quick Quitting," and blaming these trends on any one generation is unfair. In this blog, we'll take a closer look at what they are and how you can use mentoring to stop them.

Quiet quitting
On the surface, "quiet quitting" refers to employees who only do the work they are paid for and nothing more. This can lead to problems in the workplace because it can create a feeling of apathy among employees and make it difficult for managers to motivate them. Additionally, quiet quitting can also result in lower quality work and less productivity overall.

Generation Z gets often gets blamed for quite quitting. One potential reason for the blame is that Gen Z may likely only complete the work they are paid for without putting in any extra effort. This could be due to a greater focus on work-life balance or a desire to avoid burnout. Additionally, Gen Zers may feel less loyal to their employer than previous generations, so they set clear boundaries between their work life and home life.  

Blaming Gen Z for this trend is not fair. The trend of quiet quitting may actually be a symptom of a more significant issue. If managers can identify and address the root causes of the problem, then they may be able to prevent quiet quitting from happening in the future.

Quick quitting
The trend of quick quitting refers to workers who abruptly leave their jobs without any warning. The workforce has changed. In the past, employees would wait a few years for employers to get it right, but those days seem to be gone. Now, workers are looking for opportunities when they find them.

In the case of quick quitting, it can be challenging to determine the root cause. However, several factors can play a role. One reason could be a lack of opportunity or satisfaction at work. If an employee feels stuck in a dead-end job, they may decide to quit as quickly as possible to find something more fulfilling.

Another reason could be stressors at home or work. Employees who are constantly stressed out by their work or family life may decide to quit as quickly as possible to get some peace and quiet. Employees could feel disconnected from the company's culture or that they don't belong. If this is the case, it may be challenging to encourage them to come back.

Mentoring can help
Mentoring can be essential for retaining employees. Mentors can provide support and encouragement to their mentees. They can also challenge the mentee's thoughts and beliefs about work. This helps to increase the chances that the mentee will continue working at their current job instead of quitting altogether.

Mentoring can help to bridge the gap between generations and create a more collaborative workforce. This is because mentors are typically older and have more experience than mentees. As a result, they can provide guidance and advice that is both practical and relevant.

Mentoring can also help young professionals build confidence. Mentors can help their mentees learn how to handle difficult situations and develop critical thinking skills. This will ultimately make them better suited for future job opportunities.

For several reasons, using mentorship to avoid quiet or quick quitting is a good idea. Mentorship can: 

1. Help new employees feel more confident and supported

2. Encourage employees to share their ideas and feedback

3. Promote employee skill growth and career potential

4. Develop a sense of ownership and responsibility

As you can see, there are many benefits to mentorship. If implemented correctly, it can improve work satisfaction and retention. Make sure to find mentors and mentees that fit well together.  ​