If you work in an office setting, you’ve likely been hearing so much (possibly too much) about “quiet quitting in recent weeks.
What is “Quiet Quitting”?
According to NPR, the quiet quitting trend began with this TikTok, which defines the term as “quitting the idea of going above and beyond at work”, and that a person’s worth is “not defined by [their] productive output.”
While this last phrase is undoubtedly true, the first part has sparked much debate on social media about what this means as a social trend. Is it just “going to work,” as Trevor Noah says in this Daily Show clip? Is it a stated intention to do the bare minimum, and is the bare minimum performing the responsibilities on your job description and no more? Is “quiet quitting” laziness or holding your boundaries? Are you “coasting” or “acting your wage”?
Opinions vary widely and seem dependent on industry, job type, and individual company culture. Ultimately it doesn’t matter – although we think many will agree that the phrase “quiet quitting” poses a branding issue since no one on LinkedIn can agree on what it means.
What should you do if you’re feeling the urge to “quiet quit”?
“People give back to the manager what they get from them.” – TESA Talent Executive Recruiter/Sage Nicolas Barrantes, last week
When we feel our bosses are expecting above and beyond work without appropriate compensation, we naturally pull back. Neither the supervisor nor the employee should settle for this long term, as it is most likely the result of a communication breakdown.
Here’s our advice: If you generally have a good relationship with your manager and feel they may be responsive to an honest conversation, resist the urge to “quiet quit” before telling them you’re approaching burnout. It’s perfectly within your rights to request a meeting, communicate your feelings and needs, and establish your work boundaries. Ask for more money or a scale back in duties if you feel you’ve taken on more than your job description initially outlined. Your manager can’t make anything better for you at work if they don’t know what the problem is, and if they’re a good one, they’ll take your feelings seriously.
If the conversation doesn’t go well, whether that’s due to company culture, industry standards, or a bad manager – then it’s time to “quit” quit, not “quiet quit.” Take advantage of the current market and find a job and a company culture you actually want to engage with and will care about the outcome of your work.
The Upshot
Whether workers are “quiet quitting” to redefine their relationship to the place work holds in their life or
to distance themselves from a workplace that’s taking advantage of them – there’s no reason to settle for a job you where you don’t feel engaged. Getting a good job is just as important as investing in a good mattress – you’re going to spend 1/3 of your life there, why be uncomfortable?
And PLEASE – can we call it something else? We saw someone call it “quiet working” on Twitter – that makes so much more sense.