'Quiet Quitting' – is this new, and should we be concerned?

'Quiet Quitting' – is this new, and should we be concerned?

Many people started referring to Quiet Quitting as a 'new phenomenon' of 2022; however, the term has been in everyday use for about two years (many claims it was first used in 2009, but I am not going to quote Wikipedia here). Regardless of timelines, the understanding of it, however, has changed.

The origins of 'quiet quitting.'

In the early 2020s, quiet quitting was publicised in the US as a behaviour when employees refused to do more than their primary job duties, often saying 'no' to overtime, showing up early or attending non-compulsory meetings and events.

During the pandemic, many employees have been putting extra hours and efforts in to help their employers. Some working from home spent their usual commute time working extra hours, skipping lunches to read emails etc., and those in physical locations worked extra hard to make up the time for colleagues who needed to self-isolate or could not work with a large group of people. Consequently, many employees started to feel burnt out, ignored and forgotten, or tired because their efforts did not materialise into any form of promotions, bonuses, or acknowledgement for their extra hard work. With time, many started to feel that their 'pandemic work ethics' have been assumed as the new work standards going forward.

But 2022 was the year when quiet quitting entered a different discussion forum. Tiktokker @zaidlepplin posted a video explaining that 'work is not your life', giving a nod of support to the movement. After that, many people worldwide followed the trend and started sharing their stories on TikTok, which quickly turned into another movement called #ActYourWage.

'Act Your Wage' first of all changed the tone of the message. Until then, the word 'quitting' indicated that it was something terrible. People were giving up rather than staying loyal etc. The new meaning suggested that people did not want to work for two.

Is it true?

Only some people are on board with 'quiet quitting' or 'act your wage' concepts. Many Organisational Development Experts argued that doing the bare minimum would not get you recognition, especially when done on purpose. However, if you watch some of the TikTok stories, people move on to find a better mental and physical space and enjoy new challenges.

So is 'quiet quitting' a sign that you must look for another job?

No! There will always be 'quitters' around us and those who just do not want to do more than is required. I'm not particularly eager to mix the two groups. Some people are just not interested in promotions as they want to come in, do their job well, and go home. On the other end, there will be some of us who did a lot for a while and now feel that enough is enough. This is tricky because we should ask ourselves the first question, 'Have I really done that much?'.

Consequences of quiet quitting

• Quiet quitting exists; it can simply mean disengagement. Employees do not feel valued and listened to and consequently do not want to give their workplace extra time of their life.
• Perfectionists might decide to put less effort in if their work is not going to be acknowledged or 'good enough anyway'.
• The most passionate employees might stop showing their enthusiasm because they feel it is not getting them anywhere and causes more frustration than fulfilment.
• Disengagement, long hours, excessive workloads, the feeling of failing, and lack of time can lead to mental health and well-being problems.
• People might just leave!

How to resolve it?

If you feel down, disengaged or forgotten, speak to your manager and tell them about it. Conversations and building connections are the best places to start. We cannot expect things to change if we do not want to voice our concerns in a constructive and friendly manner.

As a manager, recognise the hard work, involve people in decisions, and listen to their ideas. However, do not get offended if your employees are vocal about their unhappiness. The last thing you want to do is to put it down to them and request them to 'get better'.

Forbes suggested ensuring that people are paid in line with the market rate, which, in theory, should eliminate the issue with the 'Act My Wage' concept. But does it? As long as the fair wage is an absolute minimum, there might still be a difference between what high or acceptable performance means to managers and employees. Clear expectations, open communication, support and trust are what we need to ensure that people are not 'quiet quitting' where there is no need for that.?