Why HR should pay more attention to buzzwords like ‘quiet quitting’ and ‘coffee badging’

s·Fortune CHROWhy HR should pay more attention to buzzwords ‘quiet quitting’ and ‘coffee badging’By Kristin StollerBy Kristin StollerEditorial Director, Fortune MediaKristin StollerEditorial Director, Fortune MediaKristin Stoller is an editorial director at Fortune focused on expanding Fortune's C-suite communities.SEE FULL BIO FG Trade via Getty ImagesGood morning! “Quiet quitting.” “Coffee badging.” “Workcations.” We’ve all heard workplace buzzwords these (and maybe recognized the behaviors they describe)

These terms for burnout and disillusionment have spread wildfire on TikTok and other social media platforms since the pandemic up workplace norms

But HR leaders often don’t give these concepts much credence

A new survey found that nearly 40% of HR fessionals said they felt uninterested in buzzwords, and 52% felt curious, but cautious

Should companies pay more attention to this language that satirizes the very structures they rely upon? The study, from re and advisory firm McLean & Company, says yes—with some caveats

Nobody wants their company to undergo a “Great Resignation” or their workforce to be plagued by “resenteeism.” So when new buzzwords surface, senior leaders often turn to HR for guidance, while employees might want to see their experiences validated and addressed, said Grace Ewles, a director at McLean’s HR Re and Advisory Services

The first step is to investigate, she said. “When we’re buying a car, we want to do our re,” Ewles said. “It’s the same thing when we’re hearing buzzwords.” When a new one pops up, HR leaders should “take that opportunity to step back and really understand what’s driving that buzzword,” she said

Ewles advises leaders to ask themselves: What does the buzzword mean in the context of our organization? Leaders should review internal data—such as employee engagement surveys or focus groups—to validate or disve the phenomena described by the buzzwords

Often, the behaviors referenced can be a signal of larger blems

If the data shows some validity, such as high levels of burnout or a desire for stronger work-life balance, it’s a signal that there’s something to learn from the buzzwords, she said

The big question is, what can be done it? “I think it really comes back to having employee listening strategies,” Ewles said. “Making sure that we have a pulse, that we have that two-way communication with employees.” Once the re and listening is done, it’s time for concrete action

Kristin StollerEditorial Director, Fortune Mediakristin.stoller@fortune.comAround the TableA round-up of the most important HR headlines.Goodbye fat salaries and luxurious office perks: In the “hard ” era, work life has changed drastically at Silicon Valley’s biggest companies—and employees aren’t happy it

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