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07 June, 2023.

Zaid Khan from New York brought this idea to light with a Tik Tok post, which made it suddenly appear in the middle of daily life. 

 “If you don’t hop to answer emails after hours, volunteer for new initiates, and help your employer out by taking up overtime work on short notice, then you might be a quiet quitter.”

Employees’ limited commitment to perform the tasks that have been allocated to them and to renounce any responsibilities that are not part of their job description is referred to as “quiet quitting.” It also implies that little effort is put into labour tasks. Therefore, quiet quitters are disinterested in work and have no intention of going above and beyond the call of duty. Quiet quitting does not mean resigning. It means that workers are only to do the minimum work required by their supervisors and not above and beyond. It is noted that the Managers’ responses to the phenomenon have been conflicted. Some people have the understanding that it is challenging to replace quiet quitters in recent years due to the tight job market. Others have reacted to employees quitting discreetly by announcing their termination loudly or quietly. In fact, the term “quiet termination” has gained popularity in and of itself. It refers to the practice of making work so miserable that the person feels forced to leave.

The majority of CEOs are aware that taking care of people is smart business. You owe it to your management and to yourself to express your concerns if you feel overworked, mistreated, or unproductive as a result of your work environment. Your boss likely considers your level of participation in addition to your production when evaluating you, so they value your input and recommendations as well as those of the entire organisation. Giving feedback can be difficult, and there may be undesirable effects in some settings.

According to Stephan Meier, a professor at Columbia Business School, “silent quitting” is another word for “disengagement,” and during the past 15 years, 67% of American workers and 86% of workers worldwide have reported feeling disengaged at work. According to Meier, workplace unrest during the COVID era may have made young people even less invested in their professions (Grady McGregor, 2022). Employees aren’t abandoning their primary responsibilities; rather, they are choosing not to go above and beyond them.

Varied generations in the United States have quiet varied attitudes regarding employment, according to a recent YouGov survey, Felix Richter -Data Journalist, only 50% of Americans between the ages of 18 and 29 think that employees should always go above and beyond at work, compared to 82% of Americans 65 and older. In contrast, 65% of people between the ages of 18 and 29 believe that employees should only perform the tasks for which they are paid—neither more nor less. The “quiet quitting” movement’s central tenet doesn’t sit well with elder Americans. Only 28% of people 65 and older support the “no extra mile approach”.

According to a Gallup survey of Americans, (June 2022), workers ages 18 and older, “silent quitters” make up at least 50% of the labour force, if not more. According to Gallup, the remaining 50% may be categorised as quiet quitters, or those who were not very involved in their jobs but did not make it known. The likelihood of employees resigning secretly has increased due to the cost-of-living problem and employees feeling undervalued. Recent times have seen an increase in interest in quiet resigning as a workplace strategy for some employees and a problem for others. The requirement to recognise this occurrence in the ideas of efficiency and effectiveness in workplace performance makes it a big problem for organisations to manage expenditures.

Factors influencing Quiet Quitting Unfavourable attitudePoor compensationExcess workloadNo career advancementBlurred boundariesAftermath COVIDFeeling disrespectedLack of manager supportUnclear or shifting expectationsPoor conflict resolution skillsLack of flexible hoursbeing micromanaged  Effects of Quiet Quitting Disengagement & dissatisfactionStymied career growthInter team conflictLow workplace moraleDecreased outputSudden change in pushbackStops volunteering or taking initiativeAvoidance and distanceLack of teamwork  

What an Employer should do about Quietquitters?

Quiet quitting calls attention to the reasons for employee disengagement and suggests helping employees cope with stress, and make sure to prioritize their mental health. Businesses should promote wellness among their staff members via digital tools or less formal check-ins on a regular basis. To foster a supportive work environment, organizations must establish and enforce clear work boundaries. Discuss potential career pathways with the employee and look for ways to set up duties that will enable them to accomplish their ultimate objectives.

How to overcome QuietQuitting?

  • Talk individually
  • Encourage a healthy work/life balance
  • Properly compensate 
  • Listen to your employees
  • Perform an exit interview
  • Maintain boundaries
  • Be upfront about role growth
  • Implement recognition strategies 
  • Build rapport and relationships
  • Monitor mood and behaviour changes
  • Support employee wellbeing
  • Encourage breaks and sustainable growth


          Quiet quitting can be tricky to spot because some warning signs, like absenteeism, low mood and morale, and changes in work performance, may be non-intentional or signals of other conflicts. However, regardless of the cause, it is typically a good idea to address shifts in mood or performance or concerning employee behaviours.
          Some workers champion quietly quitting as a positive step towards a healthy professional life. However, there is a difference between work-life balance and quiet quitting, and the latter is not an optimal outcome. Quiet quitting involves a disconnect between employer and employee, leaving the worker dissatisfied and demotivated.
          While there may be initial relief in scaling back responsibilities and reclaiming time and autonomy, the refusal to take on new challenges can slow employees’ growth and hurt their careers long-term. There is a difference between drawing boundaries and putting up barriers. Not to mention, this attitude can leave employees unfulfilled. The worker may think that this step is healthy and necessary, however, quiet quitting is harmful to the employer and the employee.

Healthy workplace = Happy workers

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