Can We Talk About Quiet Quitting?
Steve Schad
Better Results through People | Fractional CHROs | Inside Outsourced HR Support | Talent Solutions - Optima Advisory
The generation of people who own and run things is finally talking about “Quiet Quitting”. You can tell, because the Wall Street Journal has eight items on it, all in the last two weeks.
That means the term was coined a long time ago by someone who probably doesn’t read the WSJ.
For reference, it simply means not going above and beyond anymore – doing one’s job well enough to not get fired. Now they are calling it a trend.
There is difference between a “trend” and “being trendy.” Quiet quitting is a trendy name for what has been around for as long as people have worked for others. Getting by at work isn’t a trend. The word “shirk” goes back to the 17th century.
The people who own and run businesses hate this idea of quiet quitting. They are, as they always have been, dismayed at the idea that someone wouldn’t want to give their all at work. The backlash from these quarters ain't pretty as people serve up labels of “whiny” and worse to describe the modern shirker.
Let’s be real. While the idea of quiet quitting isn’t new, that fact that workers have choices and autonomy they never had before is.
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This labor market combined with evolving attitudes toward work has changed the old formula. The formula of “if you want to get ahead you need to work hard, get noticed, make sacrifices” reflects the power being in the hands of business leaders. The new formula is, “If I want to get ahead, I will go where my efforts will be rewarded.”
That’s a power shift to the worker, and that’s why the people who own and run things are miffed.
Now what will leaders do about it? Make your place of business the one they choose. Lead with your values. Build a great culture. Deliver a great employee experience. Make yourself attractive. All those things that were “nice to have” for your employees are now “must haves."
You now need to compete, so compete to win. Or you lose.
Steve Schad helps small and mid-sized business with their HR.
President - Exit Planning Strategies, LLC. Exit Strategist, Comprehensive & Multi-Disciplinary, Defined Process, Action Checklist.
2 年Interesting subject, Steve Schad! And new to me. #learningeveryday
Leadership Coach and Advisor || Leadership Consultant || Keynote and Public Speaker || Workshop Facilitator || Author of "The Four Fundamental Forces of Leadership"
2 年Steve Schad, as I read your article, I felt two things. 1. We parents brought this upon ourselves. Over the last several decades, we've been telling our children to "do what you want, be what you want, don't suffer through what I've had to". Each generation has gone a step towards demanding more. Their parents wanted it, but weren't prepared to demand it. Parents are seeing the fruits of their labors. 2. Leaders/employers finally have to work at something they should have been focused on all the time. They are the ones that have been lazy or whining. They've been shirking their duty and are paying for it. They can figure out how to lead better or just keep crying about it in the hopes that forces will pull it back in and allow them to not lead harder or smarter. Nice insights, Steve.
Quality Manager at Cornerstone Building Brands
2 年This has been around forever. What is really sad is that management is only taking note of it.
There is always a beginning to leadership & growth, as we move up, things get messy. Getting from point A to B is not a straight line. If it were that easy, then there would be no learning and/or growing taking place.
2 年Thank you Steve Schad Yes, quiet quitting is not new. I’ve even quietly quit a few jobs, not because didn’t give my all, the exact opposite that led to burnout. One of reasons that I’ve been self employed for over 10 yrs. (and I have a great boss) ??
Human Resources Expert | Culture Transformations | Team Building | Engagement | Servant Leader | HR Generalist skill set
2 年You are totally right about this not being a new concept. I hadn't really put the two together. It used to be employee proves, employer responds. Things have shifted, the employer has to prove to have the employee respond. Great post, Steve.