Key takeaways: Quiet quitting is when employees continue to put in the minimum amount of effort to keep their jobs, but don't go the extra mile for their employer.
Pay discrepancies are one of the leading causes of quiet quitting. The issue isn't that employees don't want to do the extra work but don't feel appropriately compensated for their efforts. More than money, the root of the problem is a lack of respect.
The term “quiet quitting” refers to employees who put no more effort into their jobs than absolutely necessary.
The term "quiet quitting" went viral last year, describing people who stay in their jobs but mentally take a step back -- for example, working the bare minimum and not making their job the center of their lives.
Experts said the concept is worrying because it can go beyond simply striking better work life balance. “Quiet quitting removes any emotional investment you might have from your work, which is sad given the fact that most of us spend so much of our time at work,” said Wat.
Quiet quitting doesn't mean an employee has left their job, but rather has limited their tasks to those strictly within their job description to avoid working longer hours. They want to do the bare minimum to get the job done and set clear boundaries to improve work-life balance.
This differs from the “great resignation” in which employees left their jobs in droves. In quiet quitting, employees simply stop putting in the extra effort. They become disengaged and unproductive, but they don't make a fuss about it.
While the concept may sound reasonable, this approach is more harmful than you might think. Quiet quitting isn't just disrespectful to employers and managers in the sense that employees aren't really giving their employers the chance to try and fix their problems — it hurts employees as well.
Twenty-one percent of workers are 'quiet quitting,' choosing to put in only the bare minimum and just doing what they are paid to do.
Quiet quitting is when employees continue to put in the minimum amount of effort to keep their jobs, but don't go the extra mile for their employer. This might mean not speaking up in meetings, not volunteering for tasks, and refusing to work overtime. It might also result in greater absenteeism.
Almost 1 in 5 of global employees are loudly quitting or actively disengaged at work, according to a new report from Gallup. “Quiet quitting” made waves last year as employees started prioritizing boundaries by not taking on additional work or going above and beyond at their jobs.
Quiet quitting is passive-aggressively checking out. Quiet quitters will be the first to be let go when the labor market cools.
The most effective way to address quiet quitting is to have an open and honest conversation with employees. You can take the “quiet” out of “quiet quitting,” by airing the issues out in the open. For the employee to feel comfortable enough to be honest, you should clarify that this talk is not a punishment.
After “quiet quitting” came myriad similar terms, including “quiet hiring,” “quiet firing,”and “loud quitting.” Just a few weeks ago “bare minimum Monday” started making the rounds in a new round of media coverage.
Create a sense of purpose. I believe one of the key reasons for quiet quitting is that team members don't have a sense of purpose. They put in their time and do nothing more because they don't feel part of something special. They need to feel that what they do makes a difference beyond picking up a paycheck.
Because employees who quiet quit may set better boundaries around their work, quiet quitting enables them to prevent burnout. The fact that many employees have resorted to quiet quitting suggests workplaces are not addressing or taking burnout seriously enough.
Good people go quiet because they feel unheard, unappreciated or under-valued. It can take time for these emotions to build, but they generally start because of: Breach of Trust: Leadership integrity is an intrinsic part of the employment relationship.
Quiet quitting can have several negative effects on the employee who is leaving their job without giving notice. Some of these effects include: Damage to professional reputation: Quiet quitting can make the employee look unprofessional and unreliable, which can damage their reputation in the job market.
Quiet Quitting may be an attempt by workers to regain control of their lives and avoid further stress or anxiety in their job. At its core, quiet quitting can act as a coping mechanism for those feeling overwhelmed and unable to move forward in their current work situation.
Quiet quitting, he said, can also be seen as “acting your wage,” another term to describe doing only the job you're paid to do, rather than going above and beyond with work that won't be compensated.
While the concept may sound reasonable, this approach is more harmful than you might think. Quiet quitting isn't just disrespectful to employers and managers in the sense that employees aren't really giving their employers the chance to try and fix their problems — it hurts employees as well.
Quiet quitting is passive-aggressively checking out. Quiet quitters will be the first to be let go when the labor market cools.