It's roughly defined as employees being unwilling to give more than 100 percent or go above and beyond their specified job duties. It implies that if employees aren't giving their all, it's inherently unfair to their employers.
While the concept may sound reasonable, this approach is more harmful than you might think. Quiet quitting isn't just disrespectful to employers and managers in the sense that employees aren't really giving their employers the chance to try and fix their problems — it hurts employees as well.
Disadvantages. One potential disadvantage of quiet quitting is that it can be difficult to manage from an administrative perspective. As college students are often unable to give much notice when they leave a job, their employer may find it difficult to manage the transition without making a big announcement.
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.
Quiet quitting, he said, can also be seen as “acting your wage,” another term to describe doing only the job you're paid to do, rather than going above and beyond with work that won't be compensated.
However, quiet quitting could be a sign that an employee is not happy in their position or is experiencing burnout. Quiet quitting is a way the employee deals with burnout to help alleviate stress. It may also mean they are ready to change positions or may be currently looking for another job.
Understand the root causes of disengagement
So, the simple answer to why people are “quiet quitting” is their desire to avoid high stress and burnout by taking work/life balance into their own hands.
Good people go quiet because they feel unheard, unappreciated or under-valued. It can take time for these emotions to build, but they generally start because of: Breach of Trust: Leadership integrity is an intrinsic part of the employment relationship.
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.
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.
Quiet quitting is passive-aggressively checking out. Quiet quitters will be the first to be let go when the labor market cools.
This differs from the “great resignation” in which employees left their jobs in droves. In quiet quitting, employees simply stop putting in the extra effort. They become disengaged and unproductive, but they don't make a fuss about it.
For some, it's come to mean mentally checking out from work and doing the bare minimum to get by. For others, it's about not accepting additional work without additional pay. Many want to untether their careers from their identities.
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."
Because employees who quiet quit may set better boundaries around their work, quiet quitting enables them to prevent burnout. The fact that many employees have resorted to quiet quitting suggests workplaces are not addressing or taking burnout seriously enough.
Less competent people get promoted because they sometimes have the social, political, and soft skills to overcompensate for their actual performance. While they may lack the technical skills for the job, less competent people can often master playing the game at work.
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.
Rage applying happens when an employee's frustrations grow until some culminating event motivates them to apply to as many new jobs as they can. Quiet quitters are employees who are not immediately satisfied with or engaged in their role at a new company and resign within the first year.
Unlike quiet quitting, where employees distance themselves from their work and become less motivated, rage applying is when an employee starts applying for any role, even if it's not well suited for them, just to get out of their current situation.
Communicate openly and proactively. If you're concerned about your situation, approach your supervisor and have an open and honest conversation about how you feel. Be as specific as possible, and try to focus on tactical ways that your manager can make things better, rather than simply complaining.
Silence empowers us to listen effectively. Most of us listen only to respond, not to understand. But silence enables us to really understand what the other person is saying and hence, deploy our best, most effective response. So it saves time, improves relationships, and builds new knowledge.
In most situations, it's acceptable to be quiet in the workplace. Some people prefer being quiet at work, and many work teams are stronger when those with different tendencies and strengths work together.
Given that research shows that people find confidence attractive, this can be quite beneficial. The simple fact that you remain quieter when others are actively engaged in debate and conversation might give the impression that you are confident in your own opinions and beliefs.