Heard of Quiet Hiring? Here’s Why it’s a Good Thing for Your Organization

Economic uncertainty and mass layoffs have left many organizations in a holding pattern, with their people feeling overworked and burnt out. Leaders feel the constant pressure to produce results, reduce layoffs, and keep their employees happy while navigating a tough economic ecosystem. 

As a solution, many organizations are turning to quiet hiring to meet their needs and their people’s needs. Quiet hiring is a term coined by Gartner in their 2023 WorkTrends report, defined as when an organization seeks to acquire new skills and capabilities without hiring more full-time employees. This may require reskilling or upskilling current employees so they can accomplish what’s most important, and a realignment of priorities to prevent burnout and focus on what really matters. 

According to a study performed about attitudes toward change, 88% of people feel change will negatively impact them. Leaders have the responsibility to confidently navigate resistance to change and adopt quiet hiring as an opportunity to unleash the potential of their people, improve employee satisfaction, and accomplish the most important goals in their organization by using timeless and trusted principles. 

Help Your People Navigate Change 

Some employees may feel frustrated they’re being asked to take on new roles. Encouraging your people to Be Proactive® helps them play a dynamic role in their organization and feel more inclined to take on new opportunities that support their career growth. 

However, everyone reacts differently to change; some may be more resistant when asked to take on new responsibilities. Keep in mind that for most, it is helpful to Begin With the End in Mind® so that they may see the whole picture. As employees think about their personal development, this gives them an opportunity to develop skills that move them forward in their careers. 

Managers should also use this time to have an open conversation with their team members to discuss expectations, opportunities for growth and advancement, and the potential for promotions or raises. Ultimately, the goal is for your people to feel excited about their increased opportunities within the organization and have confidence that these changes are benefitting them immediately and in the long run. 

Benefits for Your Organization 

Quiet hiring provides organizations the benefit of cost savings while retaining the people they have, providing employees with new career opportunities, and ensuring they’re still on track to achieve the organization’s most important goals. Managers can build immense trust with their people by adopting solutions that are win-win.  

Another benefit of quiet hiring? Retention. When you dedicate meaningful learning and development resources to employees, you’re showing them how much they’re valued. This goes a long way toward instilling loyalty and building trust—two things necessary to keep turnover at bay. Organizations can use microlearning to help employees develop these essential skills and learn within the seams of their already jam-packed days. 

Leading Through Resistance 

While trust is a crucial component of leadership that is built over time, one step toward building that relationship with direct reports is through creating a culture of feedback. Creating space for team members to be open and honest about their experience as they take on new responsibilities shows you care about them as whole people, and that you’re on their side.  

Holding regular 1-on-1s is a great way to create conditions for high engagement and ensure team members are connected to their leader. They help you learn what your employees like doing and what they don’t like, which will help you realign your teams in a way everyone can thrive. 

Amplify Your Organization’s Impact With Quiet Hiring 

Even during the toughest times, organizations can change their people’s perception of quiet hiring and receive higher levels of engagement at critical times, accomplish complex tasks, and achieve what actually matters. 

The solution lies in adopting and applying proven principles of human effectiveness. Having a win-win mindset and shifting responsibilities so that your people receive new opportunities for growth and development help build trust within your team, improve employee satisfaction, and achieve your organization’s most important goals. 

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