The term “quiet quitting” has been popping up in recent business news and on social media. Its connotation is negative, and it describes how workers, especially millennials and Gen Zers, may shift to doing the bare minimum in their job because they felt burnt out and unrewarded for working hard. Some view it as a disrespectful and disappointing work ethic, while others believe that it demonstrates a worker’s self-awareness and ability to prioritize other aspects of their life over work.
There are some critics about the label of “quiet quitting.” In the eyes of many workers and those that advocate for workers’ rights, this term describes someone that is completing the required tasks and supposedly working for what they are paid for, so they are not really quitting. National Public Radio writer, Amina Kilpatrick, claims that quiet quitting “may be a misnomer for setting boundaries at work” and that devoting time to their personal lives should not be seen in a negative light.
The desire for balance between work and life, as well as the power dynamic between employers and employees, are significant factors influencing this new trend. Twitter user, Randy Miller, tweeted, “A lot of talk about quiet quitting but very little talk about “quiet firing” which is when you don’t give someone a raise in 5 years even though they keep doing everything you ask them to.” Some argue that employers may be at fault for pushing workers to exhibit quiet quitting, by refusing to give them promotions or raises, or by creating a stressful or hostile work environment by encouraging competition or expecting overachievement. Employees want to have power and the knowledge that hard work will pay off, and this concept may be a better way for them to assert control over their situations/ work-life balance.
We know that workers exhibiting what is known as quiet quitting are still completing tasks, but they are lacking determination and pride in their work. Employees are essentially giving up opportunities, and Alyssa Navarro of People Matters writes that they will become “totally disengaged from their work… and reject projects that may potentially advance their skills and career.” Some may feel like they were owed a promotion or raise, and when they didn’t receive it, they downgraded their work ethic. But this surely will not get them to where they want to go.
Employers are also catching on to this negative trend, and are looking to flush out those that are not committed to their work. So, “quiet quitting” could really turn into not having that job.
Ultimately, if you feel like quiet quitting applies to you in any future job you have, this could be a sign to search for something new. If your current job or any job in the future gives you no sense of fulfillment, it is better to fully move on, rather than engage in quiet quitting. This could be just one scenario that could prompt someone to look for a new job or career, and this is why the work that we do here at Braathe Enterprises is so important and necessary.
Kilpatrick, Amina. “The term quiet quitting is everywhere now.” National Public Radio. Aug. 25, 2022.
Navarro, Alyssa. “The good and the bad of quiet quitting.” People Matters. Sept. 6, 2022.