What You Need To Know About Quiet Quitting
Publié le 18 November 2022
Whether an employer or an employee, here is what you need to know about Quiet Quitting and its effects on the workplace.
The term that has swept workplaces and HR departments this year is “Quiet Quitting.” A recent poll has found that as many as 50% of current workers identify themselves as Quiet Quitters. This is a clear sign that employers and employees need to learn more about the signs, causes and reality of Quiet Quitting.
What Is Quiet Quitting?
Quiet quitting refers to the perceived phenomenon of employees putting no more work into their jobs than absolutely necessary. In this case, employees are not going above-and-beyond the description of their job role, do not take on extra work, and are not devoting 100% of themselves at all times to the organization.
The term originates from a Business Insider article, following an IT worker who gradually reduced the total of hours spent putting concentrated effort into their job and realized that there were no serious consequences. This inspired a wave of think pieces and trend forecasting, positioning “Quiet Quitting” as a serious threat to the effectiveness of the workplace.
What Causes Quiet Quitting?
Even though this is a relatively new phenomenon, there are some clear causes cited by those who are Quiet Quitting their jobs. Here are some of the most common causes:
Stress: One of the most commonly cited causes of Quiet Quitting is stress. Employees are more stressed now than they have ever been. The past couple of years has been extremely trying on everyone. Even those who remained employed during the pandemic through remote work have dealt with increasing workplace stress. Chronic stress has very serious emotional, mental and physical consequences. Having experienced high levels of stress for a prolonged period of time, employees simply are not capable of putting the same amount of effort into their jobs. Stress in the workplace must be taken into account as part of any plan to address Quiet Quitting.
Lack of Recognition: Valued employees are the best employees. No one wants to think that their role in the workforce is to be another gear in the machine. It is important for leaders to recognize when an employee has put in the effort and gone beyond their duty in order to do a great job. If there is no recognition or gratitude from the management level towards all employees, it will seriously affect their level of engagement. Without any acknowledgement of their hard work, many employees will wonder if there is much of a point to putting in that level of effort.
No Clear Career Path: Having a clear career path is a priority for many workers. People want to know that as they learn and grow professionally, their job role will similarly evolve. If it seems that there is no room for upward mobility or if the nature of a job does adapt to the fit the capabilities of an employee, they will not be as motivated to put the work in. Hiring managers should look for leadership skills, management abilities and an open mindset when hiring all employees, even for entry level roles. When employees join a company and know that managers not only want them to grow in their roles but expect it, they will be highly motivated to perform at their best.
Poor management: All organizations need good leadership. This does not mean oppressive leaders who try to micromanage every minute of their employees’ days. However, it also does not mean leaders who completely disappear and leave employees to fend for themselves. With the rapid rise of remote workers, leaders have had to adapt and do so multiple times. When employees do not feel supported and are unsure how to proceed, it is far more likely that they will reduce their commitment to their jobs or even consider leaving their jobs altogether.
Work-Life Balance: The conversation around a proper work-life balance has improved, but the reality still needs to be addressed. Balancing a professional career with a personal life remains a widespread challenge. Even though remote work allows employees to regain available time, work demands often appear during what is supposed to be personal time. When there is no clear separation between work time and personal time, it can leave many employees feeling like all the work they do only leads to more work.
Is Quiet Quitting A Real Problem?
The short answer appears to be no. It must be pointed out that by the very definition of Quiet Quitting, workers are still completing their tasks, finishing projects and working their jobs. There is even evidence that the panic behind the trend is already short-lived.
In the face of a predicted economic downturn, a new wave of layoffs have hit some of the biggest companies in the world, even in industries which have long seen continued success. While some have opined that Quiet Quitting was an example of workers asserting more control in the workplace, it appears the owners and leaders still wield a great deal of control.
Even the original IT workers who inspired the Quiet Quitting term is reported to have returned to working 50+-hour weeks after layoffs affected their company and made them fearful that their job could be the next to go. Now that the initial discussion surrounding this phenomenon has calmed down, it appears that Quiet Quitting may ultimately be remembered as a trendy buzzword to describe existing issues and behaviours in the workplace.
Quiet Quitting: Burnout By Any Other Name Would Be Just As Bad
What you need to know about Quiet Quitting is that the real problem behind the trends is burnout. Employee burnout is endemic across all industries and job sectors. With a shocking 77% of employees stating that they have experienced burnout at their job, it’s clear that something needs to be done. It should be no surprise that the signs and the causes of employee burnout are incredibly similar to the causes cited by Quiet Quitters.
Burnout and the resulting loss of employee engagement is a major challenge facing all industries. Companies need to do everything they can to prevent employee burnout and provide resources to those already experiencing it. Every organization must rethink how they have been keeping their employees engaged. To put it simply, the majority of employees what to work a job that they find stimulating, working with people who support, with a clear career path based on recognition and the knowledge that they are working to build a better life for themselves and their families.
