Promoting Growth from Within: The Benefits of Quiet Hiring

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The need to increase productivity while controlling costs has become a core focus for companies across the board.

According to Indeed, the average cost per hire in the UK is a staggering £3,000 which makes hiring new employees not always a viable option, especially for organisations looking to minimise their expenses.

As a result, many businesses have turned to a strategy known as "quiet hiring" which involves filling skill gaps without hiring more full-time staff.

In this article, you'll discover how quiet hiring can impact employers and employees alike and what steps you should take to implement it successfully in your organisation.

What Is Quiet Hiring?

Although "quiet hiring" is a new term declared by Gartner as one of the most influential workplace trends in 2023, its concept has been well-known in the HR world for a long time.

It refers to a strategy used by companies to improve their productivity without adding to their overhead expenses. Instead of hiring new staff, they:

• Leverage their existing workforce
• Outsource tasks to third-party contractors
• Bring back former employees for short-term projects

Interestingly, quiet hiring might have happened in your organisation already as 80% of workers have been "quietly hired".

Who Benefits from Quiet Hiring?

Despite Gartner describing it as a beneficial move for both employers and employees, many strongly oppose this tactic.

Employers argue that it fosters a culture of skill development, career advancement, and teamwork skills among their employees.

Conversely, critics of quiet hiring, usually employees, contend that it creates a breeding ground for exploitation, perpetuates misunderstandings, and hinders wage growth. Some even describe it as "quiet slavery".

The truth is, quiet hiring can benefit both employers and employees when implemented properly. Let's zero in on what exactly both groups can gain with this trend.

Employers

In short, quiet hiring saves employers tons of money. It's a highly efficient and cost-effective approach for them to address their skills gaps. This solution leverages internal talent, avoiding a lengthy and often expensive recruitment process.

What's more, through regular upskilling of employees, quiet hiring can improve retention, engagement, and productivity which is another significant benefit for them.

Employees

Quiet hiring can be beneficial for employees as well. This trend is a response to the "quiet quitting" movement, as many employees feel undervalued and unappreciated. By offering incentives for retention, companies hope to increase inclusivity and provide opportunities for those who may have been overlooked before.

Here're other benefits to quiet hiring for employees:

• Skill development - with quiet hiring you have the opportunity to be more versatile in your role. For example, a graphic designer can finally learn video editing after years of being stuck with his responsibilities.

• Job security - it's not necessarily a bad thing if the company you work for faces financial challenges. This can mean that they're unable to hire new employees and must pay more attention to their existing staff to ensure that no jobs are lost.

• Career advancement - Let's say that in a software development company, a programmer is given the opportunity to lead a small project in addition to his regular development tasks. This experience allows him to demonstrate his leadership abilities and project management skills, positioning him for a promotion to a team lead or managerial role.

How to Implement Quiet Hiring Correctly

Google is a great example of an organisation that has implemented quiet hiring correctly and successfully.

They utilised this strategy to attract exceptional internal employees who consistently exceeded their job requirements. This effective method allowed them to identify top performers, leading to promotions and increased salaries, ultimately benefiting both parties.

In addition to professional growth opportunities, employees were given the chance to expand their skill sets by working in various departments.

How can you achieve the same results as Google? Here're some best practices to implement quiet hiring successfully in your organisation.

1. Use mentoring software

Building a mentorship culture in your organisation is the best way to help your team reach their full potential and stay with your company for the long haul.

Employees may not be motivated enough to stay for long without a clear plan for career growth and development. Make sure to use mentoring software to your advantage where your employees can consult mentors about their career paths and help them overcome uncertainty in this way.

2. Be clear and honest with employees

To effectively execute this strategy, clear and open communication is key. Failing to communicate properly with employees can give the impression that you're piling on more tasks onto an already full workload, which can lead to employees worrying about their job security and even start searching for work elsewhere.

Instead, reframe the situation as an exciting opportunity for your team to grow their careers and develop new skills. Be sure to convey the message that each employee is valued and plays an important role in the team's success.

3. Reward employees for going the extra mile

Options like increasing pay and offering more time off are great, but you can also invest in employees' development or provide meaningful engagement opportunities.

Consider using user-friendly performance management software to measure the effects of your gratitude. It's an easy way to track feedback, goals, and performance whether you're working in-office or remotely.

Conclusion

All in all, quiet hiring seems not as black as it's painted by some experts and can be a mutually beneficial practice that more and more companies embrace. It optimises internal resources and budgets while adapting quickly to business changes. The best part? It gives employees valuable chances for career growth and development. Keep in mind, quiet hiring is more than just shuffling people around. If done correctly, it plays a vital role in boosting employee engagement, promoting internal mobility, and enhancing teamwork.

Author Bio

Arkadiusz is a co-founder of Primetric - one the biggest B2B SaaS in Poland for managing profitability and people workload for professional services firms. He also has experience in managing his own software development company. Currently, he is responsible for marketing and sharing his knowledge on making IT businesses more profitable.