After "Quiet Quitting" comes the "Great Resignation"

By Jazak Yus Afriansyah

@jazakya

Recalling in the previous edition, we have discussed that it is clear that leadership methods that are no longer relevant to the demographic situation that has been dominated by the Millennial Generation and or Gen Z today have been proven to cause Leadership Gap Syndrome or Leadership Gap Symptoms, and if ?Leadership Gap Syndrome is not quickly treated, it will trigger Quiet Quitting.

In some extreme conditions, Quiet Quitting is shown with work that is stopped in the middle of the road and left alone and what is more fatal is the occurrence of fraud!

"Quiet quitting" is a term that is increasingly popular today, a condition that refers to employees who perform their work and performance as well as minimum contributions in accordance with the employment contract stated in their job description or job description , without going beyond it aka nothing less nor more. In language Quiet Quitting can mean "quitting quietly" or quietly quitting even though they don't literally stop working. It turns out that this trend can be seen significantly as a response to irrelevant leadership that has an impact on employees' mental exhaustion or layman's terms, they are often "mentally affected" by their superiors, lack of reasonable recognition and appreciation, or dissatisfaction with increasingly toxic working conditions.

The prevalence of "Quiet Quitting" varies, but it is estimated that between 20% and 40% of an organization's workforce may be made up of Quiet Quitpers. In some sectors, this number can be higher, for example, a report and analysis from Gallup shows that at least 50% of the workforce in the U.S. can be considered? a person who quits silently. Meanwhile, according to? the "State of the Global Workplace" ?report released by Gallup in 2023, around 59% of the global workforce is considered to be a person who is in a state of silent quitting and it is estimated that in 2024 the tendency will increase drastically, of course this fact shows that most employees around the world are not engaged or unhappy at their workplace. Quiet Quitting can manifest in a variety of ways, some common signs to look out for:

Decreased Engagement: Employees may be less interested in participating in meetings or meetings, company events or gatherings, or other team activities.

Reduced Productivity: There may be a noticeable decrease in the quality or quantity of work produced, which they can actually achieve.

Negative and Cynicism: A shift towards a more negative or cynical attitude about, bosses, jobs and workplaces that are considered toxic.

Isolation: Employees may begin to isolate themselves from their superiors and co-workers, avoiding social interactions, especially if they have to meet with their superiors.

Increased Absences: Taking more leave on sick grounds, whether it's physical or heartache or they spend personal leave more often and more than usual.

Minimum Effort: Only do what is necessary and stated in the employment agreement and do not want to go beyond basic job responsibilities, especially if there is additional work that is impromptu.

As explained in the first section, Quiet Quitting ?can come from various factors, and the biggest factor is? an irrelevant leadership approach that ultimately has an impact on:

Excessive Workload: Employees feel overwhelmed by the amount of work, often doing the work of many people who are not actually their job description.

Poor Compensation: When employees feel they are not adequately compensated for their efforts, they can only do the minimum necessary, aka transactional.

Lack of Recognition and Appreciation: Not feeling appreciated or recognized for their contributions and achievements, but if they make the slightest mistake they get rude and harsh treatment from their superiors.

Unclear Responsibilities: Ambiguity in job roles and expectations, there is no firm boundary between delegation and acquisition of the boss's work by the employee, this can lead to frustration and reduced motivation.

Lack of Manager or Leader Support: Inadequate leadership support and guidance from managers or leaders clearly makes employees feel manipulated, exploited and underestimated.

Increasingly toxic work culture: A negative or toxic work environment can significantly affect employee morale and engagement, especially leadership styles that are no longer relevant.

Burnout: Employees may feel tired and overwhelmed by all of the above conditions, causing them to want to quit immediately and reduce their contributions.

Work-Life Balance: Some employees adopt this approach to maintain boundaries between their personal and professional lives, especially if they feel overworked, unfortunately many employers deliberately disrupt the desired work balance of employees.

It is clear that quiet quitting can lead to decreased performance productivity and contribution, lower team morale and mentality, and the destruction of a culture of employee disengagement in the company, which ultimately affects the performance of the corporation in achieving its business targets.

So what is happening now?

Because many corporations are not aware or even fail to understand in managing and overcoming Leadership Gap Syndrome which leads to Quiet Quitting, it finally has an impact on a more severe stage, namely "Great Resignation"!

"Great Resignation" is explained by referring to the large wave of employees voluntarily leaving their jobs or resigning, a movement that began in early 2023 is a form of frustration of employees who after a long period of Quiet Quitting but not being bothered by their superiors, this phenomenon has first been predicted by Professor Anthony Klotz of Texas A&M University,? The analysis was carried out by looking at and examining the record number of employee resignations that reached a very high and unprecedented rate and number, especially among employees at the mid-career level and this wave occurred in various industry sectors.

In 2023, the Great Resignation continues to have a significant impact on the global workforce for example, in the United States alone, more than 50 million people quit their jobs by the end of 2023, this condition has been observed around the world, with many employees who have resigned looking for a better work-life balance, more humane pay, and more fulfilling and flexible job roles,? Recent studies have concluded that the Great Resignation has had a significant adverse impact on the workplace globally, namely:

Labor Shortage: Many industries, especially the healthcare, information technology, and hospitality industries, have faced severe worker shortages.

Increased Wages: To attract and retain employees who are still staying so that they do not contract Quiet Quitting, many companies have to increase wages and offer better benefits.

Remote Work Policy: There has been a shift towards more flexible work arrangements, including remote and hybrid work models, which could be an option to respond to employee aspirations.

Employee Welfare: Companies place more emphasis on mental health and mental well-being improvement programs to support the performance of their workforce.

Workplace Restructuring: Organizations reevaluate workplace culture, especially potentially toxic work cultures and their management practices to improve employee satisfaction and retention.

So considering the above situation, it must be the concern of strategic decision-makers in the company to immediately overcome and anticipate it, because it could be that Quiet Quitting and Great Resignation will become a new lifestyle and be considered something normal, even though in reality it is very dangerous for the future of the business and the company.

Don't let it happen After "Quiet Quitting" is issued "Great Resignation"

Greetings of Success Always to All of us and Happy Leading with Relevance!

#leadershipgapsyndrome #quietquitting #greatresignation