There’s a lot of buzz around quiet quitting right now.
There’s been a term circulating the workforce called quiet quitting. If you haven’t heard of it yet, it’s described as “a form of employee disengagement where team members stop going above and beyond, and instead, only fulfill the bare minimum job requirements to keep their jobs.”
In parenting circles another term is gaining traction called “sittervising.” As in “to supervise children from a seated position.” It’s a term coined by mother and former teacher Susie Allison. She’s encouraging parents to be less involved in their kid’s play time.
Is it all just a push for both parents and employees to simply take a step back and relax? It got us thinking, should we also be quietly quitting? Managing director at Prince Perelson Carly Hazen helps us unpack it all.
What is Quiet Quitting?
Quiet quitting is a form of employee disengagement where team members stop going above and beyond, and instead, only fulfill the bare minimum job requirements to keep their jobs. Quiet quitters refuse to go above and beyond, not just because they are not compensated for the extra effort, but also because they think it will compromise their mental health and work-life balance.
It doesn’t actually involve “quitting” but doing less at work—perhaps refusing to work overtime or answer emails outside of work hours. Quiet quitting might be a response to burnout and stress, and a way for workers to reclaim their life.
Why are people quiet quitting?
It’s an idea that emerged from a group of Gen Z workers who say they aren’t buying into the 24/7, always-on, above-and-beyond work lifestyle their parents accepted. Instead, these young people say they’ll do the minimum required of them but aren’t about to kill themselves by climbing the corporate ladder.
Why is it a problem?
While quiet quitting may help ease burnout in the short term, it is not a long-term solution! It’s essentially removing any emotional investment you might have from your work, which is sad and unhealthy, given the fact that most of us spend so much of our lives working.
What can employees do about it?
Be efficient – if you are going to adopt some level of ‘quiet quitting,’ then the hours that are spent at your job should be maximized and efficient,” keep learning from others, developing new skills and don’t become a negative person work!
Take ownership – people who engage in quiet quitting can become bitter and resentful toward their employers, using it as a way to get back at their company, but the truth is, quiet quitting stems from a state of pain as a result of being overworked and under-appreciated. Nobody likes to be that way. That’s not a that’s not a human condition that that people want to be in. Figure out why you feel burned out or why you need to resort to quiet quitting. People are very quick to say they are unhappy, but why are you unhappy? Do the work to find your “why”.
Talk to your boss – be honest with your employer about your needs and current challenges. If you never have these conversations and just silently check out, the needle will never move.
What can employers do about it?
Quiet quitting is a cry for help from your employees – understand why they are giving up. The workplace will never be the same as it was before the pandemic. People have changed. The workplace needs to catch up. Quiet quitting isn’t just about burn out – it’s about a lack of appreciation.