Lisa Austin, SHRM-SCP, CCEP’s Post

Quiet quitting is an act done by people who are not satisfied or engaged at their jobs – they do the minimum level of work and are usually looking for a new job at the same time. Quiet quitting refers to doing the minimum requirements of one’s job and putting in no more time, effort, or enthusiasm than absolutely necessary. As such, it is something of a misnomer, since the worker doesn’t actually leave their position and continues to collect a salary. While people may argue whether quiet quitting is good, bad, or ethical, the real issue is determining why you want to quietly quit in the first place. Is the job a poor fit for your skills and interests? Are you scared to speak up about your dissatisfaction because of fear of retaliation? Or do you just have a habit of quitting when things get hard? People engage in quiet quitting for different reasons and in different ways. There is always a root cause. Employees will always be engaged at a variety of levels in their jobs. For some people, their job is a career. To some, like me, it’s a calling. And to others, it’s just a job. There is nothing wrong with having a job to pay the bills and then going home. Of course, you can choose to show up at your job at whatever level of engagement you want. You can do the minimum, or you can go above and beyond. However, it’s important to know that your choice may impact your relationship with your boss and your teammates.

Why are workers quietly quitting? Quite quitting is staying in your job but doing the bare minimum. It involves treading that fine line between not getting fired and not doing more than the lowest acceptable minimum standard. Burnout, toxic management and a lack of meaningful work are three main reasons workers “quietly quit”, according to research by Gallup. I can see how people may have reached this point—they believe that they have put more into their jobs than they have earned and, therefore, want to redress the balance and change their psychological contract with their employers. The economic toll of 'quiet quitting' is staggering, estimated to cost the UK economy a whopping 11 per cent of GDP, or £257 billion annually. The phenomenon is not entirely original either—production line workers often went on a ‘go-slow’ to protest, deliberately working slowly to create problems for their employers. The personal toll of 'quiet quitting', though, is significant. By doing the minimum, you risk a bright and glowing reference about your performance that you will undoubtedly need. You risk resentment from colleagues when they see you not pulling your weight in the team. Most importantly, you risk damaging your own self-worth and self-esteem. No one feels great about themselves after a day’s work if they didn’t put in all that they could and feel proud of their contribution. That feeling of ‘I am just getting away with it’ is a heavy burden to carry. Instead of silently enduring 'quiet quitting ', take a proactive approach. Address the issue - talk to a manager or colleague about how you are feeling. The right answer might be to find a new challenge, take a break or even quit where that’s an option. But by taking action, you can avoid the inevitable collateral damage that will come from doing it quietly. Photo by Fab Lentz on Unsplash #selfesteem #worklifebalance #reputationmanagement #quietquitting

https://lnkd.in/etkPyqA4 This Irishtimes article about Quiet Quitting got me thinking yesterday. It makes good points on the background and possible causes for Quiet Quitting, but misses to mention a critical angle. Quiet Quitting, to summarise, is being productive "just enough". Doing your job, no more, no less. 9 to 5, then out. The article covers the impact of Covid in the last couple of years, forcing many people to work extra hours, take on extra responsibilities, etc, and how this expectional context may not have been reset by all employers now that the pandemic is over. The article also points out that different people, at different stages in their lifes, will have different expectations of their work. What the article doesn't touch on is the relative societal value of the work people do, and its relation to Quiet Quitting. The societal value represents the impact on community and society of both the job and the employer. For example, nurses, refuse collectors, teachers, firemen, truck drivers, etc have a direct impact on community and society. Their work will often force them outside the remit of 9 to 5, and often requires from them the extra hour and the extra mile. We all directly profit from it, and they should be fairly rewarded for it. For those jobs, the extra mile saves lifes, solves crisis, relieves pressure on society. But what about the corporate world, where Quiet Quitting is mostly discussed? Most of the jobs in the corporate world have a societal value, but it's seldom a direct one. Instead, the underlying and ultimate drive is the over the top profit of investors. Simple. In that context, the debate on Quiet Quitting should be worrying to us. What it reveals in my mind is the inability of some corporate businesses to truly embrace, appreciate, or simply care about the social diversity of the communities they employ. All that really matters at the end of the day are the KPIs, the revenue, and the success at the top. Raising expectations for all employees means less people do more. It saves money on hiring. More profits. Bingo! It would be refreshing to see one of those companies actually calling things out openly in their job offers: "Hiring for a corporate role. Expectations are that the employee will work hard, play for the team, go the extra mile, and prioritise this job because our mission is to generate massive profits at the top." This at least would save time for those who, for whatever reasons, won't fit or refuse to fit that bill. Until then, conversations on Quiet Quitting will continue, and managers will continue to struggle with performance reviews. And we'll ignore the real and fundamental issue: What drives the jobs we have today, who profits from them, and what impact do they really have on society? All I can say is that there is clearly a misalignment somewhere.

I can’t say I ever personally did this, not even up to my last day at CR. However, I witnessed so many colleagues not give 100% pre-, during, and post-pandemic. Partially due to burnout, partially due to lack of recognition from the top; for whatever the reason(s), companies have a serious problem on their hands as I’ve heard the term over and over across multiple industries. Americans have a systemic workforce issue that is not being addressed as openly as DEI per say. Operating with a quantifiable staff that has “quietly quit” is detrimental on both metrics and morale. Companies should do a true 360 on themselves instead of surveying staff repeatedly without reparations. Change starts top down.

I had the absolute pleasure of being interviewed by Ray Smith for The Wall Street Journal about the reduction in quitting. You can read the full piece using the link in the comments. ⬇️ No jobs mean no quiet quitting and no actual quitting either. No one can afford to. I could go on and on about the cognitive dissonance I encounter every day, seeing endless desperate posts about months of joblessness and my own family's job insecurity, juxtaposed with no mention of a Recession. The last time I felt this way was in 2009. But that's a topic for another day and only part of what Ray and I discussed. Though much of our conversation could not make it into the piece, we talked about job satisfaction. I shared why I felt happy in my current work and the organizations where I contribute, in addition to what I learned from the past two years studying positive organizational psychology. No one needs another novel of a LinkedIn post to read, so I'll say that for those who feel trapped in a role because of a stagnant job market, here are three ways I can feel satisfaction and motivation in my role wherever I am. Hopefully, this can help you, too: 1. Find ways to seek out and foster strong relationships that create a sense of camaraderie and support. I bet there's at least one person to connect with, start with just the one colleague and see how your community grows. If you love who you work with, you'll start to love the work. 2. Carve out autonomy over your schedule and work style. Decide how you want your day to look within the confines of the role's expectations. Speak up if you learn or work differently. There are always multiple paths to arrive at the same destination, and most people don't care how you get there, as long as it's on time. 3. While I embody a "team player" and love hopping in where I'm needed, I also try to guide my role and tasks to align with my skills and talents, which are where I really shine. Being the expert most of the time makes my job easier (for everyone), more fulfilling, and more efficient. I try to shoot for a 70/30 split, at least. If I can be firing on all MY cylinders 70% of the time, it helps me feel more confident to stretch in other areas.

Is "Quiet Quitting" Still a Thing in 2024? Here is what I recently advised a new client based on our research: The phenomenon is characterized by employees doing the bare minimum necessary to evade termination, not volunteering for any extra projects, offering little to no input during discussions or meetings, and generally displaying a lack of overall enthusiasm for their roles. But what could be the root cause of this issue? While there may be various factors at work, one common thread running through all of them is the issue of compensation. However, it's important to note that compensation in this context doesn't merely refer to monetary remuneration. Instead, it's about employees craving suitable recognition and rewards for the extra effort they put into their roles. They want their hard work to be acknowledged and valued by their superiors, and when that doesn't happen, the result is quiet quitting. The psychology behind quiet quitting is also tied closely with personal values. Many employees, especially those in the younger demographic, are unwilling to compromise their personal beliefs and values for the sake of a paycheck. If they find that their job or their employer doesn't align with their core values, they may begin to detach. They become quiet quitters, silently withdrawing their energy and engagement from their roles while they search for an opportunity that better suits their values and aspirations. Their mindset is: I won't share the BEST OF ME at work. ---> So the question now becomes, how can employers combat this issue? Well, it involves creating a more inclusive and respectful workplace, one where everyone feels valued and recognized. It involves creating a culture that not only pays lip service to diversity and employee development but truly lives it. In conclusion, quiet quitting is indeed an issue, but it's not an inevitable one. With the right workplace culture, it can be curbed. Organizations should not see quiet quitting as an isolated symptom, but rather as a signal indicating the need for a more profound change in the overall work environment. _________________________ ➡️ Join 27,500 professionals to learn simplified, yet vital, science-based workplace strategies: https://lnkd.in/gf4q2u7j ➡️ We do a deeper dive in our weekly Newsletter - The Business of #DEI. Join here: lnkd.in/d_E8EuTp

Is "Quiet Quitting" Still a Thing in 2024? Here is what I recently advised a new client based on our research: The phenomenon is characterized by employees doing the bare minimum necessary to evade termination, not volunteering for any extra projects, offering little to no input during discussions or meetings, and generally displaying a lack of overall enthusiasm for their roles. But what could be the root cause of this issue? While there may be various factors at work, one common thread running through all of them is the issue of compensation. However, it's important to note that compensation in this context doesn't merely refer to monetary remuneration. Instead, it's about employees craving suitable recognition and rewards for the extra effort they put into their roles. They want their hard work to be acknowledged and valued by their superiors, and when that doesn't happen, the result is quiet quitting. The psychology behind quiet quitting is also tied closely with personal values. Many employees, especially those in the younger demographic, are unwilling to compromise their personal beliefs and values for the sake of a paycheck. If they find that their job or their employer doesn't align with their core values, they may begin to detach. They become quiet quitters, silently withdrawing their energy and engagement from their roles while they search for an opportunity that better suits their values and aspirations. Their mindset is: I won't share the BEST OF ME at work. ---> So the question now becomes, how can employers combat this issue? Well, it involves creating a more inclusive and respectful workplace, one where everyone feels valued and recognized. It involves creating a culture that not only pays lip service to diversity and employee development but truly lives it. In conclusion, quiet quitting is indeed an issue, but it's not an inevitable one. With the right workplace culture, it can be curbed. Organizations should not see quiet quitting as an isolated symptom, but rather as a signal indicating the need for a more profound change in the overall work environment. _________________________ ➡️ Join 27,500 professionals to learn simplified, yet vital, science-based workplace strategies: https://lnkd.in/gf4q2u7j ➡️ We do a deeper dive in our weekly Newsletter - The Business of #DEI. Join here: lnkd.in/d_E8EuTp

Is "Quiet Quitting" Still a Thing in 2024? Here is what I recently advised a new client based on our research: The phenomenon is characterized by employees doing the bare minimum necessary to evade termination, not volunteering for any extra projects, offering little to no input during discussions or meetings, and generally displaying a lack of overall enthusiasm for their roles. But what could be the root cause of this issue? While there may be various factors at work, one common thread running through all of them is the issue of compensation. However, it's important to note that compensation in this context doesn't merely refer to monetary remuneration. Instead, it's about employees craving suitable recognition and rewards for the extra effort they put into their roles. They want their hard work to be acknowledged and valued by their superiors, and when that doesn't happen, the result is quiet quitting. The psychology behind quiet quitting is also tied closely with personal values. Many employees, especially those in the younger demographic, are unwilling to compromise their personal beliefs and values for the sake of a paycheck. If they find that their job or their employer doesn't align with their core values, they may begin to detach. They become quiet quitters, silently withdrawing their energy and engagement from their roles while they search for an opportunity that better suits their values and aspirations. Their mindset is: I won't share the BEST OF ME at work. ---> So the question now becomes, how can employers combat this issue? Well, it involves creating a more inclusive and respectful workplace, one where everyone feels valued and recognized. It involves creating a culture that not only pays lip service to diversity and employee development but truly lives it. In conclusion, quiet quitting is indeed an issue, but it's not an inevitable one. With the right workplace culture, it can be curbed. Organizations should not see quiet quitting as an isolated symptom, but rather as a signal indicating the need for a more profound change in the overall work environment. _________________________ ➡️ Join 27,500 professionals to learn simplified, yet vital, science-based workplace strategies: https://lnkd.in/gW69nEyQ ➡️ We do a deeper dive in our weekly Newsletter - The Business of #DEI. Join here: lnkd.in/d_E8EuTp

"What I've Learned About Quiet Quitting and What You Can Do About It"   Uncomfortable Truth: Quit quitting isn’t about the employee, it’s about the leadership.  Here is what I have learned about Quite Quitting and What You Can Do About It"   To begin with, quit quitting means that instead of quitting their jobs, employees are quitting the idea of working hard and only put in the minimum effort needed to keep their jobs. According to Gallup over 50% of employees are quit quitting. It’s often a response to burnout or lack of recognition, stems from feelings of being undervalued, overwhelmed, or unrecognized. It sometimes is also a coping mechanism to maintain work-life balance. Here at the top 3 reasons why people are quit quitting:   1.    Burnout and Overwork 2.     Lack of Recognition and Appreciation 3.     Limited Opportunities for Growth and Advancement   What can you do TODAY to prevent quit quitting? Þ  Promote Work-Life Balance Þ  Enhance Recognition and Appreciation Þ  Provide Opportunities for Growth and Development ↳ How are you addressing this trend in your workplace?

The new year, new job approach might see you losing some employees. And there is a particular trend at the moment of 'quiet quitting'. It's the idea of minimal effort and leaving with minimal fuss. It's definitely an issue, but there's always two sides to any argument 🤷 So what is 'quiet quitting' and can you argue it? 📖 Read my blog post here: