H QUIET QUITTING IN THE WORKPLACE BY UBB The phenomenon of “quiet quitting” in the workplace is growing in recognition. It often refers to workers fulfilling their job description duties while refusing to go above and beyond or invest emotionally in their work. Over 50% of workers surveyed by Gallup in June 2022 said they feel this way about their current positions. Other quiet quitters take it to another (lower) level as a ResumeBuilder.com survey in August 2022 indicated that 21% of employees are only doing the bare minimum required. We’ve all heard the phrase “phoning it in” at the office, but why is it happening and what, if anything, can an employer do about it? The factors behind this trend vary, but many survey respondents indicated they are burned out and desire to re-focus their lives. In essence, quiet quitting refers to the personal decision to cease putting in too much effort at work. Some do this because they recognize that, despite their effort, working long hours or overachieving doesn’t do them any good. These individuals may think more about what they are missing out on than what they gain by going above and beyond. They yearn for a better worklife balance and might become satisfied being average employees who set healthy boundaries for the work aspect of life, even saying no to extra responsibilities outside their role or when faced with unreasonable expectations. The problem of quiet quitting parallels the Great Resignation in which people started reflecting more about their workplaces, how they wanted to spend their time and what’s most important to them. Some were forced into this by the unfortunate layoffs, while others experienced new stress levels. Many concluded that it was not always about money or position, but rather the need for personal time and priorities such as being a parent or acting as a caregiver. As things began to recover, many people looked for new jobs, with those left behind questioning how much effort they should put into their work. This idea contributed to the growth of the “quiet quitting” phenomenon. Quiet quitting isn’t necessarily a new problem. There have always been individuals who intentionally don’t perform up to their full capabilities, though that was considered a performance issue. What organizations need to understand now is that employees are redefining the relationship between employers and employees. Employees are no longer buying into the mentality that success means “work always comes first.” While there are many reasons employees quietly quit, how valued the worker feels vs. how they value themselves is also vital. In the last few years, employees across various ages and income brackets have experienced higher fatigue, burnout and general dissatisfaction influenced by the pandemic, social unrest, economic concerns and more. A noticeable difference between younger generations and Gen X or baby boomers is that young people are airing their dissatisfaction publicly on social media, increasing awareness of what is happening with the workforce. Workers who felt this way in the past might have been hesitant to say anything due to the fear of burning bridges at their current workplace or alienating potential employers. However, younger generations are more determined to feel fulfilled in their jobs and personal lives. Ultimately, they expect and demand employers recognize that and promote policies encouraging work-life balance. GUEST ARTICLE 20 Community Banker
RkJQdWJsaXNoZXIy MTg3NDExNQ==