Can On-Demand Pay Reduce Quiet Quitting?

What level of engagement do you expect from your employees? Ideally, you’re looking for highly motivated workers who do their job with a smile on their faces, day in and day out. Wouldn’t it be fantastic if every employee you ever hired went above and beyond with undeniable enthusiasm during every shift?  Of course, it would. But that’s not always the case. 

Many employees view their job as a means to an end. Their work is not their passion; it’s simply a way to make a living. This view of work is not new, but corporate experts have coined a new term to describe it — quiet quitting. The concept has been hotly debated in recent months, with many offering interesting views. To help you understand what they’re talking about, we will take a closer look at quiet quitting: what it is and why on-demand pay may be an effective tool that could possibly help employers reduce quiet quitting in their workplace. 

What is Quiet Quitting?

Quiet quitting describes the idea that workers do only what is expected of them, nothing more. They clock in on time, clock out when it’s time to go, and meet the expectations set for them in their job description. They don’t leave things undone, but they don’t go the extra mile, either.

In recent months, quiet quitting has sparked many discussions in the news and on social media. There are two schools of thought on quiet quitting: those who think that it’s a problem in the American workforce and those who don’t see an issue with it. Those who view it as a problem believe that workers should be more engaged in their careers, put in the extra effort, stay late, and go above and beyond to engage in work-related activities that may not be mandatory. On the other hand, those who don’t view the trend as a problem argue that it’s simply a way to set boundaries between one’s work life and personal life. They’re fulfilling their job description, so why should it be an issue? As a manager, it’s important to understand both sides of this discussion if you personally want to reduce quiet quitting in your workplace. 

Is Quiet Quitting a New Phenomenon?

In short, no. The concept has been around for decades, but “quiet quitting” is a new way to describe it. Most sources attribute the rise in popularity to a TikTok video from early 2022. Since then, it has stirred up some debate between those that view quiet quitting as a problem and those who argue it’s simply an indicator of a healthy work-life balance.

The new conversation around quiet quitting could be a result of the way working adults view their jobs after the COVID-19 pandemic. For many, the pandemic revealed work as just that —  work. After many months of being unable to travel, leave home, dine out, visit friends, or do almost anything resembling a social life, some decided life was too short to devote so much of their time and energy to their jobs. Instead, many people’s perspectives and priorities shifted, and they decided they would only give as much time to their work as they had to. 

Examples of Quiet Quitting

Many examples usually cited as evidence of quiet quitting can be attributed to an employee’s mindset and personal philosophy about their work, so exact examples can be difficult to pinpoint. However, in recent discourse, some have argued that quiet quitting includes:

• Working only designated hours
• Not attending non-mandatory work events
• Doing only what is listed in a job description
• Not offering to do extra work
• Not responding to work communications outside of work hours 

On-Demand Pay and Quiet Quitting

We’ve talked about quiet quitting and the two sides of the debate surrounding the idea. So, how does something like on-demand pay factor into the quiet quitting conversation?

Many managers believe that a large part of quiet quitting comes from a lack of employee connectedness and investment, which begs the question – why should your employees feel connected to your company? If they work in an environment with lackluster culture and bare-minimum benefits, what’s their motivation for going the extra mile at work?

This is where on-demand pay comes in. Of course, ensuring that your company works on its culture and fosters a work environment that encourages quality work from employees is vital. You also need to have a comprehensive benefits package, one that includes on-demand pay. 

On-demand pay shows employees you care about their financial well-being and want them to have access to the tools and resources they need to be financially successful. If an employee incurs an unexpected expense without the benefit of on-demand pay, they may be forced to max out a credit card or take out a payday loan, either of which can cause substantial financial stress. This stress can also make them less productive at work. However, by letting them access their earned wages whenever they need them, you can help alleviate this stress. It will also show your employees that you care about them as people, which will make them feel more connected to the business, which could in turn positively influence their productivity and quality of work. 

On-demand pay isn’t a silver-bullet solution for managers looking to quell the trend of quiet quitting in their workplace. Still, it is a powerful, cost-effective resource that can be part of a larger plan to change company culture and make your work environment one that fosters positive relationships between employees and the business. 

If you’d like to add on-demand pay to your cultural arsenal, contact our Tapcheck team. We would love to chat with you and schedule a free demo to show you how our solution can help your company keep quiet quitting at bay.