Hiring Services & Solutions

With 2023 here, attracting and retaining talent remains a top priority for many business leaders. That's largely due to lasting impacts on the professional landscape over the past few years: work environments have been greatly reshaped by the COVID-19 pandemic, many employees are continuing to reevaluate their priorities and values, and mass resignations and a highly competitive talent marketplace have created both challenges and opportunities for employers. With so much at stake, let's review what recent hiring and talent acquisition trends have emerged, and how leveraging them this year can help your business. Read on to learn more.

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Recruiting and Talent Acquisition Trends

The future of effective recruiting will center around speed, proactivity, and intentionality. Recruiting trends shed light on the importance of actively searching for candidates for specific positions and creating groups or categories of candidates to be ready when specific jobs become available. Proactive recruiters will be first to the table with ready-now candidates in an attempt to make their placements quicker, beating out the competition. This will require building relationships, using all available channels to find and connect with potential new hires, making great first impressions, and building healthy and inclusive environments.

Focusing on More Efficient and Proactive Recruiting with HR Automation

Technology can be a great resource for everything from finding new employees to pushing out communications. While many businesses still struggle with finding great talent, there's a growing — and likely lasting — trend to use HR automation to help reduce costs and increase efficiencies in recruiting processes. Results from the 2022 Paychex Pulse of HR Survey echo these sentiments, finding that while half of respondents said their organizations were not effective at hiring, onboarding, and retention, HR technology is helping to accelerate key parts of the talent acquisition journey.

What makes this trend of using HR automation in recruiting so appealing is the level of integration across the hiring process and a faster process overall. Imagine how poorly a candidate might interpret slow or poor communication from a talent acquisition team, this is where HR automation can help. Some employers are speeding up the hiring process from end-to-end by:

• Using application features that integrate with sites like LinkedIn to expedite the application process;
• Leveraging recruiting technology such as automated screening forms and streamlined communication to quickly vet candidates and keep them in the loop; and
• Video interviewing to connect candidates and hiring managers who would otherwise experience delays and expenses associated with scheduling in-person interviews and coordinating travel.

Please note that automated screening and video interviewing may be regulated by employment laws in some jurisdictions.

Including Social Media as a Recruiting Channel

As businesses use social channels to grow their brands and generate leads, digital recruitment via social media is equally valid for recruiting talent, especially younger hires. Platforms such as LinkedIn, Indeed, and Glassdoor can be integral to the future of hiring. Posting job opportunities and targeting social media platforms may be a very successful way of recruiting talent that can be targeted to your industry and the skills you're seeking in a new hire. You can even narrow searches to specific candidates who are actively seeking new employment opportunities. When your company uses modern recruitment tools like social media to build a relationship with your target audience, you are more likely to attract quality applicants and stay on top of hiring trends.

Creating Diverse and Inclusive Environments

Diversity, equity, and inclusion (DEI) programs can deliver positive business benefits, and HR leaders recognize this. Also, companies are trending toward focusing on their DEI initiatives to improve their company culture which has been shown to enhance talent acquisition. According to the Paychex Pulse of HR Survey, 71 percent of HR professionals said their companies are doing at least one of the following:

• Offering bias and other DEI-related training
• Ensuring that vendors and partners have a proven commitment to DEI
• Making DEI guidelines and documents easily accessible to employees
• Getting help from an HR or DEI consultant

Beyond aspects such as age, race, and gender, companies may also consider flexible work options and customized benefits as part of their diversity initiatives and ensure they are taking an equitable approach to give all workers a fair chance of doing their best work. Using AI and inclusive technologies may help you weed out bias so that you won't miss out on great talent.

Focusing on the Candidate Experience

Adept businesses that focus on the employee experience know that a great experience starts from the first contact as a potential job candidate. It's a phase of the employee cycle that recruiting teams are prioritizing since this experience often sets the tone for subsequent interactions, should the individual get hired. Whether an individual joins the business or not, the trend of prioritizing the candidate experience provides an opportunity for businesses to gather valuable feedback on the application process, interviews, hiring teams, and the efficiency of the entire process.

Building and Using Referral Programs

Knowing that it takes time and resources to find great talent, having strong employee referral programs can prove worthwhile for businesses that choose to build and leverage them. An employee referral program is a structured set of processes that allow current employees to recommend people they know to help fill open positions within their organization. The programs that are well-organized and implemented consistently in conjunction with a company's overall hiring strategy can be an integral part of finding and maintaining a high-caliber workforce. They can also create a win-win-win scenario: the business gets leads on job candidates for minimal recruiting costs, the employee is incentivized (usually through a bonus or monetary reward) for recommending someone who's brought on board, and the job candidate gets a lead on an open position from someone with a connection to the organization.

Hiring Trends

The future of hiring emphasizes a priority on looking for individuals with a range of skills, your brand's reputation, considering the talent you already have on your team, and benefits and work setups that demonstrate your commitment to employees. Knowing that finding great hires continues to be a challenge for many employers, these trends represent a broad range of approaches businesses can take to bring on and retain motivated and hard-working individuals.

Hiring for Soft Skills

When you're competing for talent in a tough employment market like the one we are in today, evaluate your approach and consider what skills are needed to align with your culture and employer brand, rather than just focusing on the specific job that needs to be filled. For instance, soft skills such as problem-solving, collaboration, and leadership can be more challenging skills to hire for than hard skills that could be learned like accounting, technical support, or cashier processes. A candidate's soft skills can significantly influence their ability to fit in with your culture. Identify some soft skills you want to bring into your organization, knowing you may be able to train a candidate on some of the hard skills required to execute on the job, such as learning your administrative processes and technology platforms.

Emphasizing Employer Branding and Company Values

To recruit and hire the best talent and stand out from the competition, employers may create a candidate experience that is compelling, positive, and distinct. Employees may be looking to join a company aligned with their purpose and values, one that will help deliver meaning in their work. In addition, employees evaluate companies based on their employer brand: what they stand for, how they treat their employees, their company values, opportunities to learn and grow marketable skills, and competitive compensation and benefits.

Tapping into Internal Hires

Looking at your internal talent pools can help fill talent gaps by focusing on upskilling and reskilling current employees to meet changing and future business needs. Often great candidates can be hidden in plain sight when recruitment efforts are focused outside of a company. Intelligent companies are focusing on their future by using internal recruiting as part of their strategic growth.

Providing ongoing opportunities for career development is one of the best benefits your organization can offer employees. It shows your commitment to their career well-being. Today's employees seek opportunities to develop skills that have marketable value both within the future of your business and outside of your employment. Help employees know what future skills are needed for success and provide opportunities to develop their skills sets and career paths to demonstrate you are invested in their growth and development. This will also help you stay abreast of current and impending recruitment and hiring needs to inform your talent acquisition strategy.

Offering Valuable Employee Benefits

Gaining a competitive edge in talent acquisition and retention means that valued and meaningful benefits are now table stakes. According to the Paychex Pulse of HR Survey, organizations largely recognize the role that benefits play in hiring and retention, and have increased the benefits they are offering by an average of 22 percent, compared to what they were offering prior to the COVID-19 pandemic.

Health and retirement benefits, as well as financial and mental health counseling services are a great way to support the physical, emotional and financial well-being of your employees. Rewards and recognition programs, in addition to offering robust learning and development opportunities, can also help employees feel more engaged with your company. Consider conducting regular surveys to gauge which benefits are valued most by your employees, to give your business a competitive edge.

Embracing Remote and Hybrid Work Models

While working remotely became a common operating environment during the COVID-19 pandemic, many employers and employees have determined that it's here to stay — and it's proving worthwhile for business. In fact, the Paychex Pulse of HR Survey found that four in 10 HR leaders with a remote workforce said that remote/hybrid work improves employee emotional/physical/financial well-being, boosts retention, enhances quality of work, and increases productivity. That may be why the number of companies offering remote or hybrid work has increased by 124 percent since before the pandemic, and those offering flexible scheduling have increased by 50 percent.

As a result, the hiring of remote workers continues to place importance on digital hiring trends. Use modern recruiting techniques such as video interviewing, scanning social media channels, and other hiring practices that aren't limited by geographic proximity.

Providing Employee Wellness, Safety, and Support

Another significant hiring trend focuses on employee wellness, safety, and support. Communicating to employees about how you will provide a safe and healthy work environment is critical to bringing on great talent and maintaining a strong workforce. This includes building programs addressing employee work/life balance, mental health, and support for remote workers.

Start 2023 On the Right Foot By Staying Ahead of the Trends

The beginning of the year is a great time to refocus on hiring and recruiting goals, including evaluating work environments, current processes, and other aspects of the employee life cycle. Consider the recruiting and talent acquisition trends mentioned above, which may help you better align your goals as well as provide insights into new approaches to finding and bringing on great talent in 2023 and beyond. Take advantage of hiring services and HR expertise from third-party providers, which together can go a long way toward helping you meet your talent recruitment goals.

They worked for you before and now they want to come back. Does it make sense to hire a "boomerang" employee? Weigh the pros and cons and keep these additional tips in mind.

When the pandemic triggered The Great Resignation, a record-setting number of employees as reported by the U.S. Department of Labor Statistics quit their jobs, which swept across the United States and dramatically changed the labor market. In 2021, 47.8 million workers quit their jobs, according to the Society for Human Resource Management (SHRM). Now some of these people are looking to return to their former employers as boomerang employees.

Traditionally, if an employee voluntarily left their employer, they usually did so with no intention of returning. It seemed the feeling was mutual. In 2015, SHRM reported that nearly half of HR professionals noted their organization held a previous policy against rehiring former employees regardless of performance. In contrast, the Great Resignation has many employers trying to fill vacated positions. When an employee realizes they may have been hasty in their retreat, they may be returning to an employer that is welcoming them back.

Should you rehire former employees? Here are some considerations.

What Is a Boomerang Employee?

The definition of a boomerang employee is just as the name implies: a person who leaves their job for a period of time, then seeks to return. Reasons for leaving may be personal, professional, or a combination of both. In a 2022 survey, The Pew Research Center listed and combined the top major and minor reasons why employees quit their employment in 2021:

• Pay was too low (63%)
• No opportunities for advancement (63%)
• Felt disrespected at work (57%)
• Among respondents with children younger than 18 living in the house, childcare issues (48%)
• Not enough flexibility to choose when to put in hours (45%)
• Benefits weren't good enough especially regarding health insurance and paid time off (43%)
• Working too many hours (39%)
• Wanted to relocate to a different area (35%)
• Working too few hours (30%)
• Employer required a COVID-19 vaccine (18%)

Understanding why an employee feels compelled to quit can help employers with targeted and preventative employee retention efforts. Helping to ensure that an employee doesn't want to leave in the first place can strengthen loyalty, improve corporate culture, and save you time and money.

Who Makes a Good Boomerang Employee?

Are you wondering what to do when an employee leaves and wants to come back? When an employee quits, they are leaving more than their role and responsibilities. They are also leaving behind their track record of job performance and overall attitude toward their work and team members. When an employee leaves on good terms, there are many reasons why they may become an even greater asset to your business a subsequent time around.

There are many reasons why an employee might leave and want to come back. They may have been forced to leave due to personal reasons, such as caretaker obligations. Once those obligations are met, they may be eager to reprise their former role. Others may have opted for a type of self-sponsored sabbatical. Sabbaticals are usually extended periods of time off work granted to an employee for professional or personal improvement. If your business does not have a sabbatical leave policy, an employee may have decided that their only option was to leave to gain the experiences they desired. This time may even include employment at another business or non-profit organization. If you rehire a former employee in this situation, you may gain a proven valuable worker who is bringing a treasure trove of experiences, perspectives, and creativity with them back to your business.

Just as there are times when a valued employee quits and wants to come back, you may also find yourself doubting if rehiring an employee who quit is a smart move. Did the employee have a history of poor performance? Was there a trend of demonstrating low levels of engagement? Did they have a reputation of being disrespectful of the company or others? These are the types of reasons that should cause you to pause before rehiring. Ultimately, it's important to have an open discussion with the employee to understand their motives for leaving in the first place and ensure that the role they are seeking to return to is a good fit for them and you. But also, as a best practice, it would be worth performing an exit interview before they leave the company to gain a better understanding for their departure.

Can a Terminated Employee Be Rehired?

Working through the decision to rehire an employee who was terminated involuntarily can feel tricky. Every employee, including a terminated one, represents a cultivated relationship and investment of time, money, and emotions. At the same time, you want to avoid a situation that results in boomerang employees being terminated again. A terminated employee may carry a high financial and emotional cost for everyone involved.

When can a company rehire a fired employee? It depends. Perhaps an employee didn't improve or change because all their energy was going to a difficult time in their life that they have since overcome. In this case, rehiring a terminated employee may strengthen loyalty and goodwill by demonstrating your ability to understand the real struggles of achieving a work-life balance. Maybe the employee learned a lesson from their termination and used it to improve their skill set and abilities. Or perhaps there was a personality conflict with another staff member that would no longer be an issue. In some situations, following company policy may become the ultimate decision-maker. As you consider your options for rehiring a previous employee, be careful to judge each situation on its own merits, weigh past performance of the individual, and think about if company policy impacts your choice to rehire, or not.

Can a Retired Employee Be Rehired?

The Great Recession has caused a critical labor shortage and employers are expanding their search to include a wider range of candidates, such as retirees. Doing so is an excellent way to build staff diversity and inclusion and reap the many benefits that come with it. But when it comes to rehiring a retired employee, there are questions to consider.

Historically, penalties associated with retirement distributions have dissuaded retirees from re-entering the workforce. The IRS has addressed these barriers and offered guidance to coronavirus-related relief for retirement plans. The first question stems from what counts as bona fide retirement for those with pensions. The IRS says that if a plan sponsor rehires an individual due to unforeseen hiring needs related to the COVID-19 pandemic, the rehire will generally not cause that individual's prior retirement to lose its bona fide status. The second question has to do with a worker being eligible for retirement distributions while working. The IRS explains that a qualified pension plan can allow individuals who are working to receive in-service distributions if the individuals are 59.5 years old or have reached the plan's normal retirement age.

Before hiring a boomerang employee, consider these advantages and disadvantages.

Boomerang Employee Benefits: Reasons To Rehire

There are several reasons why it might make sense to rehire an employee:

• Recruiting and hiring can be a costly process financially as well as in lost time and productivity. A rehired employee may benefit the business by reducing these costs.
• A former employee already has a working knowledge of the business, customer base, and what is expected of them in their role. This translates to a likely increase in onboarding cost-efficiency and timeliness. A worker that moves right into their previous role can also be more productive quicker than one who needs to "learn the ropes."
• A boomerang employee can bring a double benefit of someone who understands the culture of your organization and can bring a fresh perspective of the experiences gained while they were away. You may also understand this individual’s work patterns along with their strengths and areas for improvement.
• If you want proof that your business is a meaningful place to work, a rehired employee may demonstrate that you offer an attractive package compared to the competition. In this way, a boomerang employee can boost the morale of current workers by showing them your business is worth returning to for employment.

Reasons Not To Rehire an Employee

There can be some risks to rehiring an employee:

• If your business has changed a great deal since the former employee worked for you, they may not understand the new environment or culture. Similarly, if they left out of frustration, your business may not be able to offer them what they seek.
• A former employee may no longer be as qualified for the position as they once were. This can also be true if the industry has changed dramatically, and their former position has few transferable skills that are applicable in their new role. There may be another applicant who is more qualified.
• You may envision a worker who is instantly ready to reprise their former productivity, but there may be more training necessary to get your rehired employee acclimated to new procedures and regulations.
• If there were work performance issues, it's critical that you address them early, which can create an uncomfortable situation early on.

How To Rehire an Employee

If, after carefully weighing the benefits and potential challenges of hiring a boomerang employee, you decide to move forward, keep these practical tips in mind:

Re-Test and Re-Interview

Don't take a prospective rehired employee's working knowledge for granted. Staffing expert Julie Tappero urges employers to approach potential rehires as you would previously unknown candidates. Perform all necessary due diligence, including a review of all the individual has done since leaving your business. Conduct skills tests, if applicable, to measure their industry knowledge.

Potential Boomerang Employee Interview Questions

• What have you learned about yourself and what skills have you gained since you left?
• Why do you wish to return?
• What do you think you can offer our business now that some of our priorities and service goals have changed?
• Are there any unresolved issues you'd like to address, either with the business or team members?

Monitor the Rehired Employee's Progress

As with any new employee, it's a best practice to monitor how well they're settling in and getting things done. Take time to check in and ask specifically about their level of enthusiasm for the job and any different needs they have (at least at the 30- and 90-day point). In between these review periods, remember to stop by just to let them know how pleased you are to have them back on the team.

How To Recruit Boomerang Employees

Recruiting your former workers to fill gaps in your business comes with some distinct advantages. For starters, they are a known labor pool. You are already familiar with their strengths, weaknesses, and have established relationships with them. There are ways you can tighten your recruitment strategies to ensure the best fit for both of you.

• Use a personal touch. It feels good to be wanted, and you have the knowledge, background, and relationship with a former worker to craft a customized request to get the conversation going.
• Showcase your brand. Just like people, businesses evolve and grow. Social media and the careers page on your website can be used to explain the new and improved benefits of working for your business.
• Enlist the help of your current employees in the form of employee spotlights. Either through video, success stories, or even in a series of testimonials, let your current employees highlight how your business has changed to meet their needs. Doing so may attract the attention of employees who left because they sought these changes elsewhere, before you implemented them.

Consider What’s Right for Your Business When Hiring Boomerang Employees

According to Paychex client HR business partner Rushell Greaves, boomerang employees are becoming more common in today's workplace. As an employer, here are a few key points to consider when hiring a former employee:

• Rehires often require very little or no training to help get them up to par and could be able to hit the ground running. This perspective is very attractive for employers because fewer training hours are dedicated to the new hire and there could be a shorter learning curve.
• The boomerang employee could have established contacts or networks internally and/or externally that could be of value to the organization.
• Consider the reason for the former employee exiting the organization originally. Was it an amicable exit? Is the individual eligible for rehire?
• Why are they returning? Does the organization value loyalty? Is this employee trying to fill a gap in their career? Do their professional goals coincide with that of the organization?
• Consider performance history and length of time away from the organization.
• Has the individual acquired new skills, education, and additional assets that could be of value to the organization?
• How is the individual going to manage their behavior upon returning to the organization? Are they going to have an attitude of entitlement or lax work ethic? How could current employees react?
• Now that the individual is trying to return to the organization, is there a cultural fit? What contributions did this individual make to the cultural awareness of the organization prior to the departure, and were they positive? Are they a good fit now?

There's an element of risk with any new hire. If you have difficulty recruiting for a certain position, the right boomerang employee may be the solution to your problem. With 50 years of experience and front-edge HR technology, Paychex Hiring Services can support you throughout the hiring process so you can feel confident with your candidate, whether they are new or newly rehired.

Key Takeaways

• 64% of employees consider themselves a "quiet quitter."
• Quiet quitters are 36% more likely to say their manager influences their work ethic.
• To weed out potential quiet quitters, 61% of HR professionals ask interviewees what they love about their current or previous role.

A Shift in Workplace Philosophy

"Quiet quitting," or doing the minimum amount of work required to keep a job, is rapidly spreading through the workforce. To find out how this trend affects workplaces, we surveyed more than 1,000 full-time employees about these behaviors and the reasons behind them. We also asked hundreds of human resources (HR) professionals about their strategies for identifying and handling quiet quitters. Read on to find out how businesses try to prevent quiet quitting and how you can catch it before it happens in your workplace.

Why Employees Quietly Quit

To begin our investigation into quiet quitting, we asked survey participants how they define it, if they consider themselves a quiet quitter, and what factors impact their work ethic.

Forty percent of employees surveyed define quiet quitting as only taking on work tasks within their job description. For them, duties assigned outside work hours, special projects, and the like, aren't required and, therefore, not their responsibility. They clock in, do their job, and clock out.

Another 24% define quiet quitting as setting firmer boundaries at work, possibly in an attempt to ensure their career doesn't infringe too much on their personal life. Having a good work-life balance is an issue many struggled with during the pandemic, particularly after switching to a work-from-home lifestyle. Our remaining respondents view quiet quitting as an indirect or slow way to quit their job: 23% say it's a way to get fired rather than quit, and 10% define it as a decline in work before resigning.

Based on these definitions, 64% consider themselves quiet quitters, with remote workers being most likely to do so (81%). Hybrid workers have the second highest rate of quiet quitting (61%), while in-office workers are the least likely (38%). Some aspects of quiet quitting might be easier to get away with while working from home versus at the office, where employees tend to be monitored more closely. With this in mind, our findings make it easy to see why companies are eager for employees to return to the office.

So, why are many employees suddenly choosing to forgo any duties beyond their job responsibilities? The majority of quiet quitters say their manager affects their work ethic (57%), as does their mental health (55%), and salary (51%). Employees who feel they are not adequately compensated may also be less willing to tolerate an unpleasant boss or unbearable co-worker — both factors that have impacted the work ethic of more than half of those we surveyed.

On the other hand, other employees who don't consider themselves quiet quitters said it's the job itself that drives their work ethic: More than half (61%) say their job responsibilities influence their work ethic. As with their quiet quitting counterparts, mental health concerns influence many (52%), while less than half name their salary (49%), manager (42%), workplace conditions or atmosphere (38%), or co-workers (36%) as main influences on their work ethic.

Whatever has caused their demotivation, the difference between the workplace philosophies of quiet quitters and other workers has significantly impacted their job security. Within the last year, 69% of quiet quitters received a warning at work compared to only 16% of those who didn't label themselves quiet quitters. And, nearly three-quarters of quiet quitters have been fired in the past year compared to only 16% of other employees.

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How Can You Tell If Your Employees Are Quietly Quitting?

The warning and firing rates of quiet quitters illustrate how managers have stood firm against these employees' dwindling attention and work quality. Unfortunately, these high employee turnover rates can put a particularly heavy strain on HR departments. So, how are HR professionals handling this phenomenon?

HR employees are on high alert for quiet quitters, with 42% of those surveyed saying it's a major problem in their workplace. As such, they pointed out some red flags to help you spot the behaviors associated with quiet quitting.

The biggest red flag HR professionals note is constant complaining (44%), closely followed by an unwillingness to do extra work (41%), and regularly missing deadlines (40%). Isolation (35%) and minimal interaction with colleagues (32%) are other red flags.

In short, quiet quitters are impacting more than just their own work — they're affecting the entire workplace. HR professionals say quiet quitting contributes to a work culture lacking in communication and motivation (40%), adherence to company standards (39%), and camaraderie among peers (35%). Quiet quitting also increases gossip, drama, and blame, according to 33% of HR professionals.

Identifying and Remotivating Quiet Quitters

With quiet quitting causing such a disintegration in workplace productivity and morale, HR professionals have come up with ways to stop it in its tracks. What are they doing to get quiet quitters motivated to do their best work, and how are they keeping unmotivated prospects off the payroll from the start?

HR professionals say they ask pointed questions in job interviews to weed out unmotivated candidates. The question most asked by HR during hiring is, "What's something you love about your current or previous role?" Designed to uncover the level of interest someone has in their work, this question can quickly determine if a candidate is motivated by a love for the job or is just looking to fill their nine-to-five.

The third most asked question is, "What are some characteristics of your favorite boss?" In addition to displaying the candidate's level of enthusiasm about their job, this question can also reveal their relationship with a former employer. It might be a red flag if they can't think of anything they love about a former boss (or worse — if all they have are complaints).

Despite an organization's best efforts to keep unmotivated employees off of payroll, it may be inevitable. Even the most highly motivated employees can face burnout and fade into quiet quitting mode. Luckily, HR professionals have developed some strategies for reengaging these employees. The No. 1 strategy HR professionals note is changing an employee's position or responsibilities (60%).

Financial incentives — including raises, bonuses, and benefits — are another commonly used strategy (57%), tackling an issue reported by many quiet quitters: salary. The third most common strategy is to hold a one-on-one meeting with the employee to brainstorm solutions for improving their engagement, together (52%). These meetings can not only make an employee feel valued; it can offer them an opportunity to voice concerns they may not feel confident bringing up on their own, and give them a greater sense of control over their position.

Overcoming Quiet Quitting

The "bare minimum" philosophy of quiet quitters is disrupting the productivity and culture of many businesses. While a legitimate concern for employers and HR professionals, it's also an attempt to achieve work-life balance — an issue present throughout the pandemic that persists for many today. This means it's become more important for the "work" half of that balance to include substantial purpose and reward. For some quiet quitters, that purpose is found when an employer demonstrates a commitment to their mental health and makes the employee feel heard, valued, and in control. For others, the reward is more straightforward: more pay for the work.

To focus more on employees' well-being, employers can offer the option for employees to switch up their job responsibilities, allowing them to work on what interests them so they can stay engaged. HR professionals can help by meeting with and listening to employees, helping them to feel heard and maintain a sense of ownership over their position. And, of course, employers can also make employees feel valued through monetary incentives. Changes like these can combat the troublesome trend of quiet quitting and bring positivity and productivity back to the workplace.

Methodology

Paychex surveyed 1,042 full-time employees about "quiet quitting," with 204 of those surveyed being HR professionals. As for workplace status, 46% of employees surveyed worked remotely, 30% worked a hybrid schedule, and 24% worked in the office.

About Paychex

Paychex is a leading provider of integrated human capital management solutions for human resources, payroll, benefits, and insurance services. Founded over five decades ago, Paychex simplifies the complex processes of running a business, so you can focus on what matters most.

Fair Use Statement

If you've found our study about quiet quitting interesting and useful, you're welcome to share our data for noncommercial purposes. Please link back to our study so we can get proper credit for our exploration of quiet quitting and its effect on the workplace.