Quiet quitting was never really new. Between 13% and 20% of Americans have reported being actively disengaged at work since Gallup started conducting employee engagement surveys in 2000. To some, quiet quitting is just working – do your job, go home and forget about it.
Twenty-one percent of workers are 'quiet quitting,' choosing to put in only the bare minimum and just doing what they are paid to do. Additionally, 5% say they actually do less than what's required of them.
The term "quiet quitting" went viral last year, describing people who stay in their jobs but mentally take a step back -- for example, working the bare minimum and not making their job the center of their lives. Now in 2023, there is a new workplace trend on the horizon, called "quiet hiring."
So why is it so popular? In any working environment, some are super engaged, others are detached, and the rest are quiet quitters. They're sticking around because they need to but aren't all in. Although this trend might seem strange, you likely understand because you've felt this way or know someone else who does.
Pay discrepancies are one of the leading causes of quiet quitting. The issue isn't that employees don't want to do the extra work but don't feel appropriately compensated for their efforts. More than money, the root of the problem is a lack of respect.
“From an office perspective, quiet quitting can cause conflicts between employees, as some employees will feel others aren't carrying their weight,” he added. “Overall, this can backfire on the employee and can also create a wave of inadequate and underdeveloped employees.”
Quiet quitting then, is often used to cope with burnout. It has been defined in a couple of different ways — some describe it as not actively going above and beyond at work, while others see it as doing only the bare minimum to remain employed.
Quiet quitting is passive-aggressively checking out. Quiet quitters will be the first to be let go when the labor market cools.
In short, quiet quitting has been popularized recently with employees that are just at a job for the paycheck and aren't really emotionally or intellectually engaged. It's about doing the bare minimum, and not going “above and beyond”.
The Disadvantages of Quiet Quitting
For starters, quiet quitting can affect productivity and work culture. Just doing the bare minimum can result in significantly less output and collaboration. When employees reduce their work output, their team will often try to cover them, increasing their workload.
The most effective way to address quiet quitting is to have an open and honest conversation with employees. You can take the “quiet” out of “quiet quitting,” by airing the issues out in the open. For the employee to feel comfortable enough to be honest, you should clarify that this talk is not a punishment.
Decreased morale: Quiet quitting can also create a negative workplace culture and make it difficult for the remaining employees to trust and rely on their colleagues. This can lead to decreased morale and productivity, which can ultimately harm the organization's success.
There is a truth behind the idea of “quiet quitting,” but the truth is that employers are quitting on workers. The evidence points in the direction of workers feeling increased pressure and working too much instead of too little. The Economic Policy Institute has argued that “quiet fleecing” would be a better term.
The term “quiet quitting” refers to employees who put no more effort into their jobs than absolutely necessary.
Introverts are actually great team leaders, but they are also successful when working independently. Since introverts have often struggled to get their true talents seen and appreciated, they are generally quite respectful of the different working styles and preferences of others. Introverts don't give up easily.
Bare Minimum Mondays may be the less drastic alternative to quiet quitting.
Quiet Quitting may be an attempt by workers to regain control of their lives and avoid further stress or anxiety in their job. At its core, quiet quitting can act as a coping mechanism for those feeling overwhelmed and unable to move forward in their current work situation.
“Quiet quitting” is a trendy term for what used to be called “phoning it in” or “slacking off.” Regardless of what it is called, the phenomenon is nothing new. There have always been employees who strive to do the bare minimum of work they could get away with. This phenomenon is bad for employers and employees, alike.
Quiet quitting—and low morale in general—affects recruitment and retention. It also impacts productivity and efficiency on an organizational level. Rather than villainizing quiet quitting, Human Resource teams can use these signals to come up with thoughtful ways to better connect and align with employee needs.
Quiet quitting is when employees continue to put in the minimum amount of effort to keep their jobs, but don't go the extra mile for their employer. This might mean not speaking up in meetings, not volunteering for tasks, and refusing to work overtime.
It describes workers who aren't leaving their jobs but are quitting the notion of going above and beyond for their companies when they are not experiencing the same effort in return. In short, quiet quitting is the natural response to toxic workplaces and low incentives.
Seen in this context, quiet quitting does not describe laziness so much as it does a refusal to be taken advantage of in an increasingly unequal economy.
An employee who is only doing the bare minimum doesn't try to make meaningful contributions or help change small things that could make a big difference in the company's success or profitability. An employee who is only doing the bare minimum doesn't contribute to a healthy workplace culture.
Quiet quitting doesn't actually refer to quitting a job—it means completing one's minimum work requirements without going above and beyond or bringing work home after hours. Jeremy Salvucci.