FREELANCING | PROFESSIONAL DEVELOPMENT

In 2023, “Quiet Hiring” is a thing.

It’s one of the big trends according to Harvard Business Review

Quiet Quitting
If you’ve ever observed an employee or colleague who initially excelled in their job, going above and beyond, only to transition into doing the bare minimum outlined in their job description, you’ve witnessed what is referred to as “quiet quitting.”

Depending on the perspective, employers may perceive these employees as disengaged, with low morale and laziness. Conversely, colleagues might view them as individuals who have stopped allowing themselves to be taken advantage of by working late, responding to emails during off-hours, and taking on extra tasks without additional compensation.

The term “quiet quitting” gained popularity in 2022 when employees began refusing to go above and beyond, opting to fulfill only the basic requirements of their roles. Consequently, companies retained their employees but lost valuable skills and capabilities.

While the concept of quiet quitting seems self-explanatory, what exactly is Quiet Hiring?

To understand this, let’s rephrase it as a sentence:
Quiet hiring refers to the strategic enhancement of a company’s skills and capabilities without hiring new employees.

One strategy involves a thorough assessment of teams and employees, allowing companies to rearrange individuals based on their respective skill sets. By leveraging existing skills or identifying employees with the potential to develop new ones, companies can avoid the need for additional hires. To accommodate these role shifts, companies often provide one-time bonuses, promotions, enhanced perks, increased time off, and other non-monetary compensations.

For employees who previously engaged in quiet quitting by withholding their additional skills, this approach presents an opportunity for compensation, rather than performing tasks for free or not performing them at all.

When suitable skills aren’t readily available in the organization, companies are more likely to offer upskilling opportunities to help employees expand their abilities according to the company’s evolving needs.

For existing employees, this is a great opportunity because, although the company is helping you do it for their own needs, by taking on these new skills, you will be able to take them away with you for future employment.

Employees can explore a wide range of opportunities, both large and small. Major opportunities may involve pursuing higher education or obtaining certifications. For instance, a Master’s degree or a relevant designation may align with a skill set that companies deem valuable in a particular sector. Personally, I have noticed many companies emphasizing upskilling in areas such as accessibility, diversity, and inclusion, as these roles have gained significant prominence. Although the specific role may not exist within the company yet, the demand is undoubtedly present.

Alternatively, smaller-scale opportunities may include attending conferences, weekend courses, workshops, joining professional networks or groups, and more. These avenues provide employees with the chance to complement and expand their existing skill set. For example, a Diversity & Inclusion specialist could benefit from taking a weekend course on Tall Poppy Syndrome, focusing on how to detect and address it effectively (hint: I will soon publish an article on this topic if you’re not familiar with the term yet!).

When skills and upskilling opportunities are limited, companies often turn to hiring specialists with specific expertise, especially when recruiting full-time employees isn’t feasible.

This is where freelancers, contractors, and consultants come into play. They provide companies with the flexibility to bring in individuals with specialized skills. Additionally, engaging freelancers can serve as a testing ground for evaluating the need for a permanent role within the team, enabling the company to measure outcomes before committing to long-term hires.

There are two types of people who may take on these types of roles. Sometimes, there are individuals actively seeking a particular role and are happy to take it on as a contract position initially, with the intention of transitioning to a permanent hire if the company decides to do so. In this scenario, the person already working as a contractor can seamlessly move into a permanent position, benefiting everyone.

The other type, people like myself, are professional contractors. We are in the business of going in, making magic, and leaving with a trail of pixie dust and happy clients. Our goal is to make the product the best it can by providing our expertise and professionalism — making the team happy and producing the best work possible.

We often bring in knowledge and skills that the team may not have even realized they needed. We come in like Liam Neeson in Taken, to borrow his famous line: “What I do have are a very particular set of skills. Skills I have acquired over a very long career.” Our presence helps and supports the team in an unexpected way that wouldn’t be possible otherwise. Not only can we enhance the product or service, but we can also contribute to the team’s development by sharing our special skills and mentoring those around us.

So, if your company is in a hiring freeze, take the opportunity and see how you can make that work for you. Consider what valuable contributions you can offer to the company, and in return, what they can offer you. Take advantage of this symbiotic situation and leverage it to your advantage. Become your company’s Quiet Hire, making a difference while furthering your own professional growth.

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