Quiet quitting is a term that’s been buzzing around for a few months now.
It’s a direct response to burnout. People feel taken advantage of, and instead of dedicating themselves to their jobs and going the extra mile, they’re happy to sit back and adhere to their job description only.
When people quiet quit, it doesn’t mean they’re lazy or not dedicated; they’re simply tired of over-extending themselves and not seeing a payoff – financially or by being promoted.
A lot goes into why someone may want to quit – a lack of recognition, a non-existent support system, or unequal pay. But quiet quitting isn’t the answer for all situations.
While it may work for some, career professionals looking to advance may want to sit this trend out.
Sure, it’s tempting
Quiet quitting is tempting. We’ve all experienced frustrations at our jobs or felt like someone was taking advantage of us. Sometimes we put in extra hours and don’t even receive a “thank you.” We could find another job or “get back” at our bosses by staying within the confines of our job descriptions.
But what’s the end goal?
If you’re planning on staying at your job while you build a side business, quiet quitting may be fine. But if you enjoy your career and want to move up, quiet quitting may put you at a disadvantage.
It could water down your output and make your leaders question your dedication. It may appear that you are disinterested in your work if you decline to learn more or say no to special projects. Assess what you’re being asked to do. If you’re excited about learning more, say yes. You’re not a sucker if you like to take on different projects. If you’re learning and happy, keep at it.
It’s up to everyone to ensure the health of the team.
Dedication and engagement shouldn’t fall solely on the employee. Employers are responsible for keeping people challenged without burning them out. It can be a delicate balance, and it can be done well when leaders are invested in their team’s health.
What Employers Can Do Better
Recognition
Employee recognition can motivate and inspire a team. Acknowledging hard work does not only mean winning an award at some black-tie dinner. It can be small: a shoutout at a meeting, a round of coffees, or a thank you note.
Acknowledgment doesn’t always have to come from a boss, either. Recognition can be peer-to-peer as well. A high-five is recognition. So is typing a quick, positive note on a project requiring your collaboration.
The leaders of teams must initiate recognition. It’s pretty hard to generate this enthusiasm from within the group of employees. Leaders that establish recognition as a baseline of operation have dedicated teams. Teams that regularly celebrate each other’s contributions generally thrive.
When people genuinely feel they’re appreciated, they remain dedicated.
Support Systems & a Healthy Work Environment
Do you know who your human resources contact is? If you do, great! It means your company wants to make sure you have access to support systems. If you understand the general company structure and whom to contact for what, that’s a good thing. It means your leaders are doing their jobs.
If you are unsure whom your boss reports to or if your boss gives you people to train without warning, this could be a sign of a disconnect. Hopefully, you have someone to share your concerns with, even if it’s a co-worker.
Friends at work are another way to generate a healthy work environment and solidify support. No, you don’t need to be besties with this person, but when you have someone you can talk to about work, it makes doing the job much more rewarding. Someone that has your back or that can tell you you’re not crazy – these people are gems.
If your company encourages this, you’re in the right place.
Do things get fixed quickly, or do your leaders let them languish?
This is another aspect that can boost morale or crush it. Having a healthy work environment means everything is working the way it’s supposed to. It may not seem like much, but how long has that door handle been broken? Is it getting fixed, or do I need to kick it every time I need the door shut?
Right?
Little things like this add up, and when they do, frustrations can mount. It’s up to your company to make sure things like this get fixed.
No, someone probably won’t quiet quit over a broken door handle, but it could be the last straw in someone who has lost support elsewhere—details matter.
Your workplace should feel well-loved: inviting, supportive, and clean, and door handles should work properly. Your salary should make you feel proud as well.
Equal Pay
There’s nothing like finding out you make less money than the person you’re training to do the same job.
It can feel like the wind was knocked out of you and may leave you astonished your company would do such a thing. Unfortunately, this happens all too often. Companies exist to protect their bottom line and pay people as little as possible. This is slowly changing thanks to the hard work of regular people calling out the shenanigans.
Companies have started adopting salary transparency systems to show every employee’s name and salary. Employees have reported they trust their companies more when they do this. Employers can also make it a norm for women to negotiate.
“Make sure the women in your organization are encouraged to negotiate and are applauded, not penalized when they do.” – leanin dot org
Women are typically raised to “be nice and quiet” by American society, so this is a big one. Employees need to feel like they have a safe space to be heard, or they will not speak up.
This is the environment that can lead to quiet quitting.
Is Quiet Quitting for You?
Realistically, probably not. It’s one thing to experience a day where you show up, check the boxes, and go home, but it’s quite another to quiet quit wholly. Yes, quiet quitting works for some people, but career professionals may not want to go all-in with this.
If you’re thinking of quiet quitting, it may be time to make a move to a new company. If you’re not feeling heard, acknowledged, celebrated, or respected, it’s okay to move on. If you don’t think you have a solid support system or you just can’t kick that door shut one more time, that’s okay too.
When your time is up at a company, you’ll know. Start looking around for new opportunities. There’s nothing more motivating than seeing a unique position you’re excited about. Get out there. Throw your name in the ring. A current, crummy work situation could be a catalyst for you to make your next killer move.
After that, quiet quitting won’t even be on your radar. When you’re inspired to get to your job each day, it’s one of the best feelings in the world.
