Quiet quitting apply to just about every single area of one’s life, from relationships, healthy living practices to welfare and very important places like our workplaces. Quiet quitting in the workplace has now become a cause for concern post COVID as more and more employees look out for better working conditions.
Quiet Quitting in the Workplace
Quiet quitting is in the workplace is simply the demeanor of employees who simply begin to do the bare minimum required by their job descriptions without taking on additional responsibilities or showing extra initiative, this is a growing concern in many workplaces and big firms.
Quiet Quitting in the workplace for Work – Life Balance
Quiet quitting can also be a means of work-life balance. It could also be an employee’s intentional decision to prioritize personal well-being and boundaries by limiting work responsibilities and expectations. Setting clear boundaries and learning to say “no” to excessive workload, overtime, or responsibilities that encroach on their personal time.
Quiet quitting for work-life balance means:
- Refusing to overcommit and prioritize self-care
- Setting realistic goals and expectations
- Avoiding burnout by maintaining a sustainable workload
- Protecting personal time and energy
- Redefining success beyond work-related achievements
- Valuing personal fulfillment and happiness
Truly, individuals who have a loaded family responsibilities can reclaim control over their work-life balance, reducing stress and increasing overall well-being. It’s a proactive approach to maintaining a healthy separation between work and personal life, leading to improved mental and physical health, relationships, and overall quality of life.
Asides professionals who do so for work life balance, Quiet quitting in the workplace is a sign of employee disengagement. It is a subtle yet powerful indicator of underlying issues, such as workplace dissatisfaction, lack of recognition, among other factors.
Therefore, instead of outright resignation, employees disengage, fulfilling their roles passively, and striving for minimal performance. This practice doesn’t just call for the need for improved employee engagement and support, it also highlights the need for addressing underlying cultural and management issues.
Examples of quiet quitting in the workplace
There are varying and valid reasons people quiet quit, it is even more difficult to notice extroverts, so proactive employees who quiet quit are always good examples.
Here’s a Friend’s Story:
“I had gotten to a point in a previous position where I was no longer motivated to go above the minimum quotas. There wasn’t anymore room to grow. I genuinely felt burnt out in my position that I once thrived in. I made countless suggestions, had extensive discussions with management on ways to improve sales, marketing, outreach, other avenues to consider, etc and they were all disregarded and the agency continued to struggle and so did I.
Instead of getting down to the root of the problem, management just kept blaming everyone else. When I finally found another position I gave over 3 weeks notice and offered to train my replacement and planned on working as usual and not slacking off in my last few weeks. The owner sat me down in his office, told me I need to triple my sales numbers if I didn’t want to be let go. I walked out that day and tripled my numbers at my new employer instead and my previous boss now had a vacant role to fill.”
Causes of quiet quitting in the workplace.
- Lack of recognition or appreciation
- Limited opportunities for growth or development
- Poor work-life balance
- Unclear expectations or conflicting priorities
- Unaddressed burnout or exhaustion
- Perceived lack of value or impact
Quiet quitting could therefore be devised as means for workers to cope with their workplace
Consequences of quiet quitting in the workplace
First on the list is decreased productivity, then reduced job satisfaction, and negative impacts on team morale and overall performance, and ultimately bad reviews for the firm’s services by clients.
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To address quiet quitting, employers and HRs should:
- Be able to encourage open communication and feedback
- Improve in recognizing and rewarding employees’ contributions
- Provide opportunities for growth and development of employees
- Promote a positive work culture and sense of belonging.
- Address burnout and support work-life balance.
Workplace Realization.
A more accurate term, “Workplace Realization,” captures the essence of quiet quitting. Employees realise their efforts, aptitude, and growth don’t yield additional benefits, leading them to do what’s necessary to keep their job. It’s like a simple math problem: if more equals the same, and the same equals the same, how much less will equal the same?
The notion of quiet quitting is often misunderstood, everyone wants a good career after all, with some employers viewing it as being entitled. Truth is, employees don’t owe extra commitment; it’s a natural response to feeling respected, valued, and invested in. If employees aren’t giving extra, HRs and employers should reflect on their own approach before accusing employees of quiet quitting.
Business owners must distinguish between workplace realization and bad hires, addressing both through improved employee engagement, support, and recognition. By acknowledging quiet quitting as a symptom of deeper issues, leaders can create a more positive work environment, fostering growth, motivation, and productivity.
Conclusion
In conclusion, quiet quitting is a wake-up call for employers to re-examine their approach to employee engagement, recognition, and support.
If working conditions is to be honestly refined, companies can transform quiet quitting into an opportunity for growth, creating a healthier, more productive work environment.