Quiet Quitting: The Stealthy Disengagement

“Quiet quitting.” It’s an old-new concept, that’s not-so-quietly gaining traction. Social media ?caught wind of the term in July, on the heels of a viral TikTok video?by Zaid Khan, a 24-year-old engineer in New York “You’re not outright quitting your job, but you’re quitting the idea of going above and beyond” he?says.?“You’re still performing your duties, but you’re no longer subscribing to the hustle culture mentality that work has to be your life. The reality is, it’s not, and your worth as a person is not defined by your labor.” Almost immediately, the term has caught on, with recent write-ups in?Deloitte, Gallup, The Wall Street Journal, Fortune, and LinkedIn among others, and it became part of the workplace lexicon.

As a concept, ‘Quiet quitting’ isn’t a new concept, it has been given a name and has recently gained traction. The premise behind ‘Quiet quitting’ is simple: rather than resigning a job physically, employees do the bare minimum and set firm boundaries - avoiding going above and beyond. Resigning from a company is merely the physical manifestation of employees who quietly quit and become disengaged.

Companies need to rethink the workplace culture, not just well-being programs, ensure that their employees are not burnout. According to a survey of 1,000 full-time US professionals conducted by Deloitte:

1.????One in four professionals say they never or rarely take all of their vacation days. The top driver of burnout cited in the survey is lack of support or recognition from leadership, indicating the important role that leaders play in setting the tone.

2.????Nearly 70 percent of professionals say their companies aren't doing enough to prevent or reduce burnout.

3.????21 percent of respondents claim their organization has no programs or initiatives to prevent or alleviate burnout.

4.????83 percent of respondents agree that work-related burnout can negatively affect personal relationships.

5.????84 percent of millennials have experienced job burnout, compared to 77 percent of all respondents. Nearly half of millennials report leaving a job particularly due to feeling burned out, compared to 42% of all respondents.

Quiet quitting is about avoiding burnout, which became relevant especially during the pandemic.

American Psychological Association estimated that workplace stress costs the U.S. economy more than $500 billion annually, and that 550 million workdays are lost annually due to workplace stress. According to the World Health Organization, it caused almost 120,000 fatalities and nearly $190 billion in annual costs. The WHO estimates that depression and anxiety cause an annual loss of $1 trillion in productivity among 625 million individuals.

Regardless of the contentiousness of the concept, employers need to consider both sides of the debate. On the one hand, the lack of motivation to go above and beyond is indicative of a negative workplace culture that aren’t being acknowledged, addressed, or resolved such as:

·?????Excess workload

·?????Poor compensation

·?????Blurred boundaries

·?????Lack of manager support

·?????Unclear or shifting expectations

·?????Poor communication

·?????Toxic work culture

·?????Micromanagement

In contrast to this, there is the argument that work is transactional. Employees are compensated for performing a set of tasks and fulfilling a job description; extra labor should, therefore, be compensated accordingly. Both are persuasive arguments, but they lead with the problem rather than understanding the workplace issues.

Some Quite quitting signs, such as absenteeism, low mood and morale, and changes in work performance, may be unintentional or indicative of other issues, make it difficult to detect. However, regardless of the cause, it is usually advisable to address mood or performance changes or concerning employee behavior. Going above and beyond does not have to imply Quite quitting and burnt-out. we have a once-in-a-generation opportunity to reimagine how we work and live healthier. Let us not settle for a ‘Quiet quitting’.

The following is some tips to help address and deal with quiet quitting:

1.????Compensate your employees adequately

2.????Encourage breaks as well as sustainable growth

3.????Really Listen and show empathy to your employees

4.????Demonstrate Gratitude and recognize your employees' achievements

5.????Monitor mood and behavior changes

6.????Encourage boundaries: No work after work hours

7.????Embrace the concept of “Good Enough”

8.????Set an example for others to follow

9.????Make stepping up optional

While you might not hear about “quiet quitting” on the 9 o’clock news, or in work force studies, the fact is that it is happening. Employees are growing stressed of being overworked, and if they aren’t going to be compensated then why should they make an extra effort? If you want more out of your employees, make sure they are properly incentivized by making sure there is a balance in their lives. Employees who feel they have to choose between work and family responsibilities may be “quietly quitting” your organization. If you want to retain top talent, then you need to find a way to keep employees engaged with your work environment.

For employees, ‘Quitting’ the daily grind doesn’t have to mean the end of your career. In fact, saying “when” and not “if” may save your interactions at work that much more rewarding. And make no mistake, there is a high price to be paid for not asking for help. Say when, and you might just find your sanity.

So, what is the future of ‘Quiet quitting’? Quietly quitting will not fizzle out anytime soon. As the culture of continuous hustle becomes more tangible, and companies expect employees to be on 24/7 - employees will continue to Quietly quit and disengage as a way to reduce stress and increase personal happiness.