What is quiet hiring?

You may have heard the term “quiet quitting” but not quiet hiring. Quiet hiring is when an organisation acquires new skills without hiring additional employees. Sometimes, that means taking on temporary workers like contractors, freelancers or gig workers. But more often, it refers to using existing employees to fill skills gaps. This usually happens when employees leave an organisation, and those responsibilities are reassigned to existing employees with or without financial benefits rather than hiring a replacement.

While giving employees responsibilities outside their norm is a regular occurrence in some startups, established companies often hire people who are specialists in their roles. The increased impact of limited budgets and hiring freezes is seeing more leaders adopt quiet hiring, which can save businesses money but can also cause disruption.

While quiet hiring offers several advantages, including cost savings, a potential downside is the risk of employee burnout. Here's how organisations can navigate this delicate balance:

Assess Workload Appropriately

Before assigning additional responsibilities, assess each employee's current workload and bandwidth. Overloading individuals with tasks can quickly lead to burnout. Strive for a balanced distribution of responsibilities, ensuring each team member can manage their workload effectively. If you give people new assignments, ensure they have the time to execute their original workload. Working at capacity for prolonged periods is not good for morale, and you may start to experience higher turnover and low tenure. If you're experiencing budget cuts and your workload is at capacity, your organisation may benefit from a new strategic approach whereby you prioritise what your organisation needs.

Provide Adequate Support and Resources

Empower employees to succeed in their expanded roles by providing the necessary support and resources. This may include additional training, access to tools and technology, or colleague assistance. By equipping employees with the right support system, organisations can help alleviate stress by equipping them with the knowledge they need to do the tasks accurately.

Encourage Work-Life Balance

Promote a culture that values work-life balance and prioritises employee well-being. Encourage employees to take regular breaks, utilise their vacation days, and disconnect from work outside office hours. By fostering a healthy work environment, organisations can mitigate the risk of burnout and promote long-term sustainability.

Foster Open Communication

Encourage open communication between managers and employees regarding workload, stress levels, and potential signs of burnout. Create a safe space for employees to express their concerns and seek assistance. By proactively addressing issues as they arise, organisations can prevent burnout and maintain a positive work culture.

Quiet hiring offers a strategic approach to talent management, leveraging internal resources to drive organisational growth and innovation. However, it's essential to acknowledge and address the potential risks, particularly concerning burnout. Organisations can navigate the nuances of quiet hiring while safeguarding employee well-being by prioritising workload balance, providing support and resources, promoting work-life balance, and fostering open communication. Ultimately, striking this delicate balance is critical to maximising the benefits of quiet hiring while minimising the risks of burnout.

It is also important to note that quiet hiring is not a long-term strategy, and employees should be compensated for taking on long-term skills gaps. If businesses want to grow, hiring people to fill skills gaps is essential!