{"id":9011,"date":"2022-09-26T19:51:00","date_gmt":"2022-09-26T19:51:00","guid":{"rendered":"https:\/\/affinityhrgroup.com\/?p=9011"},"modified":"2023-11-27T20:20:36","modified_gmt":"2023-11-27T20:20:36","slug":"quiet-quitting-in-your-workplace","status":"publish","type":"post","link":"https:\/\/theworkplaceadvisors.com\/quiet-quitting-in-your-workplace\/","title":{"rendered":"Quiet Quitting in Your Workplace"},"content":{"rendered":"

\u201cQuiet quitting\u201d started as a TikTok video describing how one employee was finding work-life balance by changing how they approached their job without actually quitting. The now-viral video has generated numerous articles and news stories, many with different takes on what \u201cquiet quitting\u201d actually means.\u00a0\u00a0<\/span><\/p>\n

Some of these theories include:<\/b><\/p>\n

Employees are <\/b>setting boundaries<\/b><\/a>:<\/b> The initial TikTok video defined \u201cquiet quitting\u201d as employees doing their jobs \u2013 no more, no less. They are good employees who do their jobs satisfactorily and maybe even above satisfactory. They work their scheduled hours, complete their job duties, fulfill work demands, attend meetings, and meet their goals and numbers. However, they do not do more than what is necessary to meet those expectations.<\/span><\/p>\n

For them it\u2019s about setting boundaries and not getting caught up in the unacceptable conditions some workplaces demand. It\u2019s about doing their jobs but not taking on or feeling obligated to take on more duties. It\u2019s about working the scheduled hours but not working nights, weekends, or over vacation. It\u2019s about pursuing their own interests and development without confining themselves to only career or industry advancement.\u00a0 It\u2019s about being satisfied in their current role and not striving to advance.<\/span><\/p>\n

This is the <\/b>next phase<\/b><\/a> of the \u201cGreat Resignation\u201d<\/b>: \u201cQuiet quitting\u201d is seen by some as an alternative to joining the \u201cGreat Resignation.\u201d An estimated <\/span>48 million employees<\/span><\/a> quit their jobs in 2021 due to various reasons: repercussions from the pandemic; wanting or needing to spend more time with family; looking for personal or professional growth opportunities; choosing to switch careers or start their own business; or searching for more flexibility, remote work, higher pay, and\/or better benefits. The trend has not ended in 2022 with more than 4 million people resigning their jobs each month so far with <\/span>40% of employees<\/span><\/a> considering quitting their jobs in the next 3 \u2013 6 months.\u00a0<\/span><\/p>\n

Instead of searching for a new company to provide the changes they want and need, these employees are staying in their current jobs while also taking opportunities outside of the workplace to meet these wants and needs. They may stop working extended hours or performing extra job duties to have the flexibility to spend more time with their family, focus on their health, take development courses, or, if they need more income, they may use the time to get a second job or \u201cside hustle.\u201d\u00a0<\/span><\/p>\n

These employees are <\/b>disengaged<\/b><\/a>:<\/b> Some see it as employees being disengaged at work, meaning they come in late and leave early, have numerous absences, work slowly, lack interest in work are easily distracted, do not communicate, and produce minimal or unacceptable results.\u00a0<\/span><\/p>\n

According to Gallup, 18% of the workforce is actively disengaged as compared to 32% who are actively engaged. The significant drop in engagement post-pandemic, especially for those that are younger than 35, is primarily due to the lack of having someone at work to care about them and their development, especially from their manager; the lack of opportunities to learn and grow; and the lack of a clear understanding of what is expected of them, especially in remote or hybrid work arrangements.<\/span><\/p>\n

To back this up, the <\/span>Harvard Business Review<\/span><\/a> analyzed several surveys and responses about employee engagement and found that the managers who were the most \u201cwilling to go the extra mile\u201d for their employees had 62% of their employees giving extra effort on the job while only 3% are \u201cquietly quitting.\u201d\u00a0<\/span><\/p>\n

Actions to consider<\/b>: <\/b>If \u201cquiet quitting\u201d is impacting your workplace, there are some actions to take and things to consider.<\/span><\/p>\n