History repeats: Pandemic, labor shortage, and The Great Resignation
How can companies attract top talent through - and beyond - the Great Resignation and post-pandemic labor shortage?
If you haven’t heard of quiet quitting by now, you’re… probably not on TikTok. The trend took our social feeds by storm this summer, inviting people to “quiet quit” their jobs to avoid or manage burnout.
But it’s not actually about “quitting” at all – and the internet has been far from quiet about it.
So what is quiet quitting, and why does it have so many people rethinking workplace boundaries?
What is quiet quitting? (Hint: it’s not really quitting)
Quiet quitting is a way of combating workplace burnout, not by quitting your job, but by quitting the “above and beyond” mentality.
It’s a conscious rejection of #HustleCulture, which tells us we must always be pushing to eke out a competitive edge.
This always-on mentality has proven to be an unsustainable drain on our mental health, especially amidst market disruptions, inflation, and geopolitical unrest. And so people – especially younger generations – are starting to question it.
When you quiet quit, you quit over-performing, unless you’re getting compensated for it.
You come in, do your job, then turn it off at the end of the day. No checking emails outside of work hours. No logging hours on weekends or days off. It’s not slacking at work; it’s just setting clear + distinct boundaries.
It may not sound revolutionary on paper, but at scale, it can have a big impact. In fact, its history is rooted in labor union protests from over 50 years ago.Back in the 1970s, labor unions used the same tactic, known as work-to-rule, as a form of protest – particularly in industries where traditional strikes weren’t an option.
Quiet quitting applies the same concept to in a modern, corporate (predominantly white collar) environment. Employees are rejecting the idea that “above and beyond” is the expectation (which actually negates it being “above and beyond” at all, but I digress) to safeguard their mental health, and even affect a larger cultural change.
Why now?
[Burnout has entered the chat]
There are a number of factors contributing to the sudden wave of quiet quitting in our culture. But it all boils down to one key word: burnout.
“The average person will spend 90,000 hours at work over a lifetime, so it’s no surprise that job satisfaction, or dissatisfaction, can significantly affect your life.” (McKinsey)
52% of the workforce reports feeling burnt out (up 9% from a pre-COVID survey). And according to another study, the “ratio of engaged to actively disengaged employees is now 1.8 to 1, the lowest in almost a decade.”
Outside the office, we’re juggling unprecedented stressors (including market disruption, long-tail pandemic exhaustion, geopolitical uncertainty, environmental crisis after crisis, and inflation, just to name a few).
Break the cycle of professional burnout: Meet the Chief Wellbeing Officer
“We lock up our homes, we lock up our cars... but when it comes to boundaries for our personal well-being, we just give it away. You know: just come in, take it, and rob me.” The chief wellbeing officer is a new, much-needed role to tackle the growing challenge of professional burnout.
Suffice to say, we have a lot on our plates. So it makes sense that more and more people are trying to prioritize their mental health by setting stronger boundaries.
But this current movement feels bigger than a blip. According to leadership coach and author @DrKimHires, it’s more like a labor rebellion. And there are three key reasons why it’s more than just a trend.I highly recommend you watch her whole video, but to summarize those three reasons:
- Our labor force is more diverse and more educated than ever
- For the first time, the average worker has access to unfettered information
- Technology enables employees to leverage being a member of a global society
Work doesn’t work like it once did.
Win, retain, and grow talent in a changing, competitive landscape. Real-life proof points →HERE.
What people are saying about quiet quitting
Since going viral on TikTok, quiet quitting has been getting a lot of attention — from both advocates and detractors. And there’s been nothing quiet about it.
Quiet quitting: a TikTok round-up
1. Supporters say it’s an effective way to set professional boundaries and protect your mental health.
2. And a healthy evolution that may even equalize the disparity in employee-employer relationships.
(“If the inflation rate is 8.5%, and you get a 1% raise, what do employers expect?”)
3. And frankly, they’re fed up with feeling overworked and under-respected.
4. There are of course those who discount it as Gen Z being Gen Z.
5. And others rightfully point out that not everyone has the privilege to quiet quit.
6. People are noticing how different departments are handling the situation.
(Note to managers from HR: This is not a “wing-it” topic!)
7. But many agree this is a leadership and management issue at its core.
8. Many more agree that the name is misleading (I personally prefer “act your wage”). Some even say it’s putting the responsibility on the wrong party.
9. But no matter what, “quiet firing” is not an appropriate response.
What effective leaders can do about it
Employee engagement is a leadership and management issue. So the onus of course-correcting will fall to those in power. (And yes, it is possible!)
Systemic issues won’t transform overnight, but here are some ways to get the ball rolling in the right direction: - Invest in leadership and management training: Managers have the greatest impact on their employees experience, but too few get the proper training to do the job effectively.
- Listen to your employees: Their burnout is only exacerbated when they feel like they’re screaming into the void.
- Take an honest look at your pay and benefits: We rethink and streamline all aspects of our work over time. When was the last time you did it for your pay and benefits?
Employee well-being and productivity: Striking a balance
More paid time off, free mental health counseling, and regular check-ins via surveys: The focus on employee well-being has never been better - or more important.
Tempted to quiet quit? Some things to consider
If you’re struggling with burnout and ready to act your wage, remember:
- Before quitting quietly, ask loudly: This is a coping mechanism to deal with burnout—not your first plan of attack. If you haven’t yet, voice any issues or concerns with your manager, or even HR if that feels appropriate.
- Know your contract terms: If you’re going to “work to rule,” you have to know what the rule is. Review your contract or corporate policies to ensure you understand what’s expected of you in your role.
- And think about who it will impact: Are the other people on your team in a position to say no if the work falls to them?
- You don’t have to quiet quit everything: You decide what your boundaries are. If you have specific career goals you’re working towards, maybe you choose to go “above and beyond” only when doing so moves you closer to them. And saying no to tasks that fall fully outside your job description, or move you further from where you want to be. (Basically, job crafting.)
