Quiet Quitting

A TikTok video posted on July 26 by @zaidleppelin went viral as he talked about quiet quitting. Rather than silently submitting your resignation letter, this workplace trend depicts the act of "Quitting the idea of going above and beyond at work". But according to labor and diversity expert Jason Greer, quiet quitting has been around for years. While there isn’t a clear-cut definition, quiet quitting seems to be characterized by arriving to work on the dot, avoiding unpaid overtime work and not checking emails after clocking out.

For some companies, quiet quitting may be analogous to a decrease in overall productivity and can hamper career growth as employees feel more disengaged with their work. It can also deny the chance for change within an organization if employees choose a passive approach such as quiet quitting instead of voicing out their concerns.

But based on the current trend, employees are more likely to become quiet quitters if their efforts are not being recognized or rewarded, are forced to work twice as hard for no compensation, and when employers refuse to listen and acknowledge the employee’s hardships.

Working overtime has been a benchmark for proving worth and dedication to a company. But frequent overtime due to understaffing, excessive workload, and poor management can hurt both the company and employee in the long run.

The movement stems from constant stress, burnout, and a feeling of lack of control. Social media has shown the people that they are not alone in their struggles. Society has become too desensitized to a toxic work culture that aspiring for a healthy work-life balance is now tantamount to quitting.

What can you do?

Although job dissatisfaction can cause tension at work, it is not always a bad thing. Job dissatisfaction can also lead to employee creativity that can result in meaningful and necessary change within the organization provided there is enough feedback and proper support from coworkers (Zhou and George, 2001).

Supervisors can reach out to their staff to ensure that they feel supported. Showing genuine concern and a commitment to helping can empower employees to speak up (Lee and Varon, 2020). Employees should determine their priorities and identify what can make them feel happier in their role.

Speak with your supervisor to help them understand what isn’t working and why. Clarify your roles and responsibilities as an employee and together, set clear goals and expectations.

Bottom line

Quiet quitting is less about neglecting work duties and more on setting boundaries and taking back control. There is nothing wrong with choosing to commit to extra work if it is within a reasonable amount time and are well compensated for. Employees continue to perform excellently at the job they are required to do while having enough time to care for themselves.

The pandemic has only increased the desire for a better work-life balance, and it has now become vital for businesses to create a safe and healthy workspace for employees.?

Sources:

Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice.?Academy of Management journal,?44(4), 682-696.

Lee, J., & Varon, A. L. (2020). Employee exit, voice, loyalty, and neglect in response to dissatisfying organizational situations: It depends on supervisory relationship quality.?International Journal of Business Communication,?57(1), 30-51.