Quiet Quitting – the most popular trend today

My Linkedin feed has recently been bombarded with articles, opinions and innocent comments about a new trend: quiet quitting. After reading the majority of them, I was curious about the origin of this concept and its relationship to the “great resignation„, another phenomenon that followed the pandemic. According to career experts, quiet quitting has the potential to cause significant job and career reevaluation.

Apparently, the concept emerged when a July 2022 post by @zkchillin (now @zaidleppelin) about quitting quietly went popular, and now major media entities such as Forbes or CNN are attempting to incorporate its ideology into their work culture. Everything for the welfare of the personnel and the effectiveness of the work.

According to Wikipedia, quiet quiting refers to “not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one’s mental health and personal wellbeing.”

Well-being and personal time

When I first heard about it, I assumed that quiet quitting referred to dissatisfied employees who were unwilling to quit their jobs but worked in a nonchalant manner. After reading more articles about it, I realized that it doesn’t really imply indifference and neglect on the part of employees, but rather a desire to balance professional and personal lives, as well as to constantly care for their health and well-being.

After all, the pandemic demonstrated that in a crisis, no vanity/titles or wealth could compensate for a poor health situation. As a result, many people decide to quit or work part-time, or to look for a different type of activity that is more aligned with a healthy lifestyle in general.

Sitting for 8 hours in cold, corporatist offices just did not seem to fit anymore.

In an interview for Forbes, a CNN business expert pointed out that quiet quting must be understood as “limiting your job output and tasks to only those that are strictly stated in your job description—not taking on more duties and tasks than your current role specifies, and perhaps even doing the least you can to complete the job required, but doing that well. These “quiet quitting” actions are aimed at helping avoid the growing experience of burnout, being taken advantage of, working longer hours than required, and doing more than you were hired to, without being compensated for it.”

As a result, this new movement should be interpreted as a desire for a more balanced lifestyle and more control over their lives in general, rather than indifference and neglect. Knitting clubs, cooking classes, painting, ikebana, and adult coloring books are becoming increasingly popular. Such activities bring families together, provide a sense of accomplishment and the energy required for the following day’s work.

How can managers deal with quiet quitting?

According to a CNN article, “the now viral phrase „quiet quitting” is annoyingly imprecise and misleading. Some say it means doing the bare minimum at work or just not going above and beyond. Others say it’s about setting healthy boundaries or not mindlessly buying into ‘hustle culture.’ And then there are those who say it’s about taking back control of your time and standing up to employers expecting you to do more without paying you more.”

Yes, the term can be interpreted in various ways, but whether it implies giving a damn at work or simply having one’s own well-being in mind, one thing is certain when we consider the employer. If your employees…

1) don’t care much anymore and only do the basics; or

2) work consciously while also considering their personal time and wellbeing…

…it is within the employer’s power to instill a healthy culture at work.

People can be motivated to get involved again if they consider the environment to be respectful, and they can still do their best at work while making time for their families, hobbies, and so on, if wise and mature management is in place.

Managers and leaders, especially those facing staff shortages, might view the concept less as a threat than an opportunity to re-engage your employees by asking what really interests them in their work and letting them prioritize their efforts accordingly. And at the same time to better prioritize what is essential for teams to be doing, and what isn’t.”

Full CNN article here.

The future of work culture

I’ve found that with any major crisis in our world, people are often pushed to a point where they have a “breakthrough” moment and finally wake up to new realities, and to the preciousness of time and the potential that life as we know it might end or change dramatically.” (according to Forbes)

Therefore, after the Great Resignation, quiet quiting may bring about healthier changes in the workplace, to the benefit of both employers and workers. In the end, brands are just social constructions – we, the people, have the ability to establish appropriate personal and professional relationships.

As a result, career experts advise people to be assertive and clear rather than „quiet.” Employees can set the frame for their roles by creating emotion-free cases, giving them the satisfaction of having expressed their point of view and engaged in proper communication with their managers.

So perhaps the quiet quitting will evolve into clear communication. But for that, we’ll have to rely on TikTok😊 The next trend could be forming as we speak.

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