The term "quiet quitting" is a bit of a misnomer, because quiet quitters don't quietly walk away from their jobs, but only do what is strictly necessary. Quiet quitting isn't necessarily a new thing, but the term is new and "catchy" so it's being picked up on. It is said that quiet quitting is most popular among generation Z (birth year from 2000), but I think everyone in the workplace, young and old, knows exactly who the quiet quitters are.
What is Quiet Quitting?
Quiet quitting is nothing more or less than doing what is strictly necessary, but mentally 'checking out'. It is done by people who are dissatisfied with their jobs. Someone who quiet quit does not resign, but decides no more than to fulfill the obligations under the employment contract. A quiet quitter will never work overtime or give that little bit extra.
What are the causes?
- An increasing workload. By choosing for yourself and not showing off for your employer, the pressure may be easier to manage.
- Working from home can contribute to job satisfaction, but that does not apply to everyone. Those who are less experienced or do not have a pleasant living situation, such as many young people, have little use for this freedom. This can manifest itself in dissatisfaction.
- Prevent burnout. The prevention of a burnout is also sometimes mentioned as the cause of the quiet quitting phenomenon.
- The younger generation has high expectations of paid work. However, this does not always correspond to reality. Without good papers, work experience and a smooth conversation, it can sometimes be quite difficult to get the best job.
What to do about Quiet Quitting?
There are a number of things that managers and supervisors can do to prevent quiet quitting.
- It helps to have at least 15 to 30 minutes of individual conversations with your employees every week.
- Setting priorities together, giving appreciation and removing obstacles in the work.
- Make clear agreements about when you will be together at the workplace. Use this time for connecting and creative challenges.
- Feedforward instead of feedback. Don't always try to name the bad, but look at what is going well.
- Provide team building through outings, training and informal events.
- Raise the subject in a group setting and see how people respond. Does the quiet quitter take responsibility for his or her attitude? Or are there colleagues who name the quiet quitters?
So quiet quitting is nothing new, but the term is new. Every company has its quiet quitters and that doesn't have to be a bad thing at all. You can't expect everyone to be as diligent and ambitious as the other. It is annoying when someone makes it a sport to do as little as possible and is also proud of it.
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