{"id":8410,"date":"2022-11-28T08:00:00","date_gmt":"2022-11-28T07:00:00","guid":{"rendered":"https:\/\/www.hibernian-recruitment.com\/?p=8410"},"modified":"2023-08-22T11:32:14","modified_gmt":"2023-08-22T09:32:14","slug":"how-do-we-respond-to-the-quiet-quitting-movement","status":"publish","type":"post","link":"https:\/\/www.hibernian-recruitment.com\/en\/how-do-we-respond-to-the-quiet-quitting-movement\/","title":{"rendered":"How do we respond to the Quiet Quitting Movement?"},"content":{"rendered":"\n

How do we respond to the Quiet Quitting Movement?<\/h2>\n\n\n\n
\n

\u201cFor quiet quitters, putting in extra effort at work is not a smart way to realize potential, experience personal satisfaction or meet other important needs.\u201d<\/p>\nBarry Rosen for Forbes<\/a><\/cite><\/blockquote>\n\n\n\n

The term \u201cquiet quitting\u201d was popularised on TikTok, to describe \u201cquitting the idea of going above and beyond\u201d for your job. To detach yourself from the mindset that work is your life, and that your value is defined by your labour. As one TikToker put it, \u201cthe art of not taking work too seriously\u201d.<\/p>\n\n\n\n

Its easy to frame this as laziness among a younger generation, but it\u2019s an alarming symptom of a measurable decline in employee satisfaction, workplace engagement and mental wellbeing. The impacts of widespread quiet quitting may range anywhere from a deterioration of workplace culture to losses in productivity. But why are people quiet quitting? What are the factors contributing to this movement? And how can we respond to the quiet quitters?<\/p>\n\n\n\n

An Antidote to \u201cHustle Culture\u201d<\/h2>\n\n\n\n

In my mind, there are two things which drive the movement of quiet quitting.<\/p>\n\n\n\n

Part of it is a generational change. Concepts like workplace satisfaction and work-life balance have become more relevant to how we negotiate our working life. Especially younger employees have increasingly shifting ideas on what constitutes a good life. And many of us don\u2019t believe that climbing the corporate ladder is key to happiness, nor that working harder automatically guarantees success or wealth.<\/p>\n\n\n\n

\"\"
Graphs comparing attitudes on quiet quitting. Source<\/a><\/figcaption><\/figure>\n\n\n\n

The other big contributor is the state of the world at large. Not only are we moving towards a recession, but wealth is more unequally distributed than ever. Wages have stagnated while cost of living is on the rise. And to top things off, we are coming out of almost two years of lockdowns, on the tail end of a global pandemic. It\u2019s a bleak picture if you are in the early years of your working life.<\/p>\n\n\n\n

According to Gallup\u2019s 2022 Global Workplace report, 44% of surveyed employees experienced daily stress, which is an all-time high. The World Economic Forum labelled \u201cyouth disillusionment\u201d as one of its immediate risks. Other surveys also show increases in burnout, declines in employee engagement and mental wellbeing. The impacts of the pandemic are also still clearly felt, having contributed to social isolation, and deteriorating mental health<\/p>\n\n\n\n

Other common threads are that employees feel undervalued and aren\u2019t being given opportunities for growth, nor adequate feedback or support. No wonder that so many of them feel disillusioned and begin to disengage from their jobs.<\/p>\n\n\n\n

A Symptom of Bad Management<\/h2>\n\n\n\n

The natural question to follow, is how do we even respond to this?<\/p>\n\n\n\n

While many of the factors that contribute to quiet quitting are large-scale problems, they can also be a symptom of bad management. As mentioned above, renegotiating boundaries between work and the private life has become an accelerated challenge during the pandemic. Especially remote working has created a demand for 24-hour availability, or the illusion that employees are always reachable. How do you draw and reinforce a line between working hours and private time?<\/p>\n\n\n\n

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There are different ways managers can provide support to their employees. Source<\/a><\/figcaption><\/figure>\n\n\n\n

There are many writers online that have suggestions on how to improve management styles, and how to treat employees in ways that will improve their engagement and satisfaction. One of the common suggestions, is to change how you provide constructive feedback, support, and praise for your employees. To make them feel appreciated and let them see the impacts of their work.<\/p>\n\n\n\n

This may also mean re-evaluating how to measure performance \u2013 in achievements and quality of work, rather than hours worked or meeting attendance. Another suggestion is to cut down on unnecessary meetings, and to set clear expectations about what you expect.<\/p>\n\n\n\n

It might be easy to shrug all of this off, or to simply fire those you perceive as quiet quitters. But considering the number of quiet quitters \u2013 nearly 50% of the US workforce according to Gallup\u2013 and those considering quitting their jobs, it is worth trying to combat the movement. Whether through evaluating your style of management, to investigating what you can do to lessen the strain on your employees, there is a value in trying to re-engage your employees.<\/p>\n\n\n\n

As a culture we need to re-evaluate how we frame work \u2013 maybe less in terms of a \u201cdream job\u201d and the one thing in life to truly fulfil you, and more as something that should pay the bills, be enjoyable and not cause you additional stress or anxieties.<\/p>\n\n\n\n

Sources<\/h2>\n\n\n\n

Is Quiet Quitting Real?<\/a><\/p>\n\n\n\n

Quiet quitting: why doing the bare minimum at work has gone global | The Guardian<\/a><\/p>\n\n\n\n

State of the Global Workplace Report – Gallup<\/a><\/p>\n\n\n\n

What Is \u2018Quiet Quitting\u2019 And How Should Leaders Respond?<\/a><\/p>\n\n\n\n

What is quiet quitting and why is it happening | World Economic Forum<\/a><\/p>\n\n\n\n

Why \u2018Quiet Quitting\u2019 Is A Loud Call For A Better Social Contract At Work<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Why are people quiet quitting? What are the factors contributing to this movement? And how can we respond to the quiet quitters?<\/p>\n","protected":false},"author":31,"featured_media":8415,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[357,632,779,635],"class_list":["post-8410","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general","tag-covid-19","tag-future-of-work","tag-quiet-quitting","tag-remote-work"],"acf":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/posts\/8410","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/users\/31"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/comments?post=8410"}],"version-history":[{"count":3,"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/posts\/8410\/revisions"}],"predecessor-version":[{"id":9271,"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/posts\/8410\/revisions\/9271"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/media\/8415"}],"wp:attachment":[{"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/media?parent=8410"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/categories?post=8410"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hibernian-recruitment.com\/en\/wp-json\/wp\/v2\/tags?post=8410"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}