Although the definition of quiet quitting has changed among workers, it still has many diverse connotations.
The idea of “quiet quitting,” of workers wherein overworked or disgruntled employees put forth the least amount of effort to maintain their paychecks, is the newest buzzword to emerge from social media. This workplace philosophy is justified by the idea that people’s lives should not be centered around their jobs, that they shouldn’t put in extra time without getting paid, and that they should be free to pursue interests other than work.
It is obvious that the quiet quitting of workers in 2022 differs slightly from that of the 1990s. Particularly for younger professionals, the incessant barrage of texts, Slack and WhatsApp messages, Instagram postings, LinkedIn boasts, and even TikTok loops have taken its toll. While Gen-Zers lust after Instagram likes, their realization that they can’t meaningfully elude their jobs is what’s fueling this pushback.
Here are a few suggestions for managers to use as valid means of enhancing employee happiness and safeguarding your workplace culture:
- No emails on Sunday- We have all received them and most likely sent them. You send emails to your staff on Sunday in an effort to start your week ahead of schedule. That just causes stress, resentment, and anxiety. Better make it a firestorm than wait till Monday.
- No weekend work- Reiterating the previous point, avoid giving your staff weekend assignments unless it is part of their regular work routine, which it rarely is.
- Limit the number and duration of meetings- Meetings should primarily be work sessions or discussions of strategy rather than periodic status updates. Managers should consider the purpose of their meetings and whether they will actually accomplish anything. To get started, assume that no meeting should last longer than 30 minutes.
- Limit “fun” activities at work- Although the yoga class and happy hour sound like a wonderful idea, many employees prefer to practice yoga and attend happy hour with their own buddies. Maybe just return an hour of their time to them.
- Set objectives based on reaching milestones and producing high-caliber work- There is no way to tell if a worker is working a full week while they are working remotely, but does it really matter? Isn’t it sufficient if they understand the assignment, know when it is due, and submit excellent work?
- Give compliments- Many people desire to be valued, respected, and appreciated. You can’t tell a worker to “lump it or leave it” in the present job market, so let them know you cherish their efforts. It only requires work.
- Additional payment- There should be a more frequent and open distribution of raises and bonuses. The outdated annual review and the mandatory 3% cost of living hikes ought to be a thing of the past. Obviously, you shouldn’t reward someone for not giving their all, but employees are less likely to quietly leave their jobs if they believe their efforts will be rewarded financially.
- Fire quiet quitters- It might be time to leave things with a worker at some point if they’re dissatisfied or not performing up to standard, especially if they’re the ones that bring discord and negativity to the group. Other employees who might still desire to provide 110% and advance within the firm may be impacted by quiet resigning. While employees may desire and have the right to be happier at work than they were in the past, they do not have the right to negatively affect their employer, particularly if that employer is a smaller company.
Who knows what productivity, remote employment, and the gig economy will bring in the future? Whatever the case, as managers and employers, we must change with the times, especially in light of the new, current generation of workers, who have different views on monetary compensation, inclusion and equity, and lifestyle choices. However, the fact remains that our capitalist system rewards toil and sacrifice. The fact that higher-paying employment is harder to find and less common than lower-level jobs, where quiet quitting of workers may go unreported, cannot be avoided. There is also no denying the fact that the cost of the “American
