The term “Quiet quitting” emerged in mid-2022 on TikTok after a video about it went viral. Quiet quitting is not actually quitting a job, but the idea of not going above and beyond in performing their work duties and tasks. It is simply doing the basic requirements, the bare minimum for a job, and nothing more, nothing less. This phrase was coined to describe employees who step back from overworking themselves because they are burnt out and need to relax by doing less.
Though this is a term that became popularized in 2022 by Gen X and Z workers, it has been in existence in work culture. Quiet quitting is also popular in 9-5 jobs.
The objective of this idea is to avoid stress, to take care of one’s mental health, occupational burnout, and personal well-being. It is simply the “I cannot come and kill myself” mentality. This mindset is the opposite of “Hustling” or “Hustle culture”, where quiet quitters defend their choice to take a step back from work, company executives, and toxic workplace environments.
Why do people quiet-quit?
Most quiet quitters believe that their bosses and managers do not have their best interests at heart in the workplace. These bosses demand the best and only care about their company or private profits and benefits. About how useful their workers are and what they bring to the table daily, because when they do not deliver, they will be fired. Quiet quitters believe it is better to think about their well-being than that of a company that can replace them within a day or a week.
Also, people quiet quit when they are in a job that doesn’t offer career development or a job they do not enjoy. When workers are not passion-driven, they tend to slack off with this mentality as their philosophy.
Are there any setbacks for quiet quitting?
This will depend on the reason why an employee is quietly quitting in the first place. The nature of work can determine the type of setback for quiet quitters. If they work a job they are not passionate about, or that doesn’t offer them any career development or advancement, there is nothing much to lose except the income.
However, in cases where there is potential for career development, quiet quitting can harm your career. Doing less or the bare minimum might feel good in the short term, but can prove challenging in the long run. It can change your attitude to work, deaden your spirit, kill your morale, and your passion. Imagine you were a quiet quitter asking your boss for a recommendation or referral for school, a project, or a promotion. Tough luck.
How employees quietly quit
Employees can quietly quit in countless ways depending on their jobs or workplace, but the common ways are;
1. Clocking out of work on time (or before time)
When working 9-5 jobs, there is a set time for clocking out, which is mostly at 5 p.m. It is possible that tasks will not be completed before the close of work everyday for which it is expected of employees to tidy up before they clock out. Leaving tasks uncompleted and postponing them to the next working day can count as quiet quitting. Not wanting to work overtime, especially if you won’t be paid extra, is the most common example of quiet quitting.
2. Going to work late
This is the reverse of clocking out of work on time. Going to work late is another way for employees to quiet quit. Arriving at work late due to unforeseen circumstances is quite different from going to work late. Quiet quitters make up their minds to go to work late, especially when they feel there aren’t any tasks to do at the office. Some might not even appear at all.
3. Not attending meetings
Quiet quitters purposely do not attend work meetings to avoid being sent assigned tasks, sent on errands, and many other subtle behavioural cues.
4. Reduction in productivity
There is a reduction in their productivity because they are simply not working as often or as hard as they used to. They contribute less to projects, avoid participating in meetings and planning, which will drastically reduce their productivity and efficiency.
The Quiet Quitting Fix: How to Bring Good Vibes Back to Work
To fix quiet quitting, bosses need to build a workplace that values respect and clear limits. They should clearly state what a job involves so workers know exactly what to do. If managers want employees to take on extra tasks, they must offer fair pay, compensation, paid vacation, or clear promotions. It is also vital to hold regular one-on-one meetings to review workloads and stop burnout before it starts. When a company respects personal time and praises good work, employees feel valued and want to do their best.
On the other side, employees can beat burnout by speaking up and setting personal boundaries. Instead of just shutting down, workers should talk to their bosses about their workload and career goals. It helps to log off on time and think about why they feel disconnected from their work. This open communication protects mental health and helps fix the root problem. By setting these healthy limits, employees can improve their current job or plan a better next step.
