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Why has quiet quitting gone global?

Why has quiet quitting gone global?

quiet quitting

Quit quitting in the workplace

Quiet quitting is a response to the hustle culture (work dominating your time in such an unnatural way that we have no time to live our lives) that was magnified as we emerged from lockdowns during the pandemic.

Employees have found a new way to ‘quit’ their jobs to avoid burnout – and employers are despondent about it.

Thousands on TikTok have admitted to ‘quiet quitting’. This involves rejecting the thought of ever going ‘above and beyond’ at work while still getting paid the same.

This can take many forms – including turning down projects based on interest, refusing to answer work messages outside of working hours or simply feeling less invested in the role.

It has become one of the biggest issues on the minds of Gen Zers, the newest entrants to the workforce. The young workers have a different name for not going “above and beyond” their work duties. They call it quiet quitting.

In Late July 2022 a 17 second video went viral. It showed a young man sitting in a New York City subway station endorsing the concept of quiet quitting. “You are still performing your duties but you’re no longer subscribing to the hustle culture mentality that work has to be your life,” the man said. 

The clip has since been viewed more than 2.7million times and in another video he added how other terms used include ‘boundary settings’, ‘meeting expectations’, ‘work-to-rule’ and ‘lying flat’.

What does it mean for the employer?

Is it reasonable to ask for more if someone has a strong work ethic and is still channelling their energy into quality output during the work day? If there is a demonstrative drop in productivity below acceptable standards then there is cause for concern.

The quiet quitting phenomenon may signpost how employers need to prioritise different qualities when hiring new employees, like being a curious individual.

Building a talent pipeline of professionals who are curious, love learning and are motivated might help avoid creating a workforce of quiet quitters. 

Be careful not to punish employees without first understanding what is driving the individual to quietly quit.

It will be useful to first meet with the employee to fully understand how they are feeling, why they are less motivated and what can be done to rectify the issue. 

The best solution is for organisations to connect with employees frequently and help them connect their work to a greater purpose. Managers also need to set clear goals and expectations for their direct reports, help them meet those goals, and take action when they don’t. 

A positive working culture will likely lead to greater output and productivity, which ultimately solves the real concern around ‘quiet quitting’

If you would like further information on this subject, feel free to contact the Tick HR Team.

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