Over the last couple of weeks, “quiet quitting” trended and gained massive attention on social media and other platforms including people who posted personal experiences on their TikTok accounts. Quiet quitting may be weighed in relation to other such phenomena including The Great Resignation, burnout, and the pandemic. The pandemic caused significant changes in the workplace, for the better or worse, ripped work cultures, and compelled people to reevaluate their career paths.
What exactly is quiet quitting?
Quiet quitting refers to employees doing the bare minimum at work just not to get fired. Quiet quitters do what is written in their job description, no more, no less. Quiet quitting doesn’t necessarily mean employees are quitting or resigning from their jobs. The range of behaviors vary from not replying to emails past work hours, refusing to accept more tasks beyond their scope of work, or merely not going beyond what is expected and buckling the hustle culture mentality. One explanation offered is that quiet quitting is a direct result of post-pandemic trauma where people have become unwilling to sacrifice their mental well-being for work.
For others, quiet quitting is just setting boundaries between their work and personal life. There is a whole separate discussion about the relationship between productivity and work-life balance but a common ground is the understanding that good work-life balance will bring out the best in people.
What is quiet firing?
The term “quiet firing” has emerged in response to quiet quitting. Quiet firing describes the phenomenon of employers intentionally making life and work unpleasant or difficult for employees to the point that they are forced to quit their jobs. Scenarios such as no recognition, lack of feedback, exclusion, no raise or promotion, and the likes are suggested as part of the range of behaviors related to quiet firing.
Quiet quitting, quiet hiring, nudging and other new behavioral phenomena will be the subject of our upcoming public webinar.
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