Quiet quitting was the buzzword of 2022. And although 2023 has barely begun, yet another phrase has surfaced as a potential solution: quiet hiring. Essentially, quiet hiring leans more toward developing the talent already within an organization or seeking specialists in the form of external contractors — instead of hiring and training new personnel. 

But in the wake of many organizations restructuring, downsizing or laying off teams — what could quiet hiring actually look like for your company? Could quiet hiring help you expand your talent pool? Or could quiet hiring negatively affect employee morale for your distributed workforce?

While the goal is to ensure psychological safety within your teams while continuing to meet business priorities, we at Inclusion in Progress want to help you examine the potential impact quiet hiring can have on your organization — and which strategy would work for your teams.

Here’s what we will explore:

• What is quiet hiring in a distributed workforce?

• How can quiet hiring be of immediate benefit to your distributed workforce?

• How to manage the social and emotional aspects of hiring contractors to your team.

• How can you respectfully engage in quiet hiring practices for your organization?

In This Episode:

[3:42] What is quiet hiring?

[10:43] How does quiet hiring work within organizations?

[12:57]  How to avoid burnout with a quiet hiring strategy.

[20:15] The benefits of bringing on external suppliers and short term contractors.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

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Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

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