Quiet quitting. It seems the phenomenon is sweeping the nation. Or at least that's the impression we are getting scrolling through Tik Tok. Search #quietquitting and you will find a slew of videos with millions of views. From explanations of what the term means to examples of how people are, or have been, participating in the act.
It's all about balance
While quiet quitting has multiple meanings (ranging from not going above and beyond one's job description, not overworking in exchange for prioritizing family or self-care, and my personal favorite--acting one's wage), the act itself is not about quitting. It's primarily about retaining a healthy work-life balance and finding work that fits our lives versus the other way around.
Image: Fanatic Studio/Gary Waters/ Getty Images
Bye, bye 'hustle-culture'
Quiet quitting is certainly not new. However, it is, for multiple generations (especially Gen Z and younger), creating a renewed sense of priority. Removing burnout and an exhaustive hustle-culture from our lives and replacing it instead with more family time and/or more aspiring pursuits.
What's contributing to quiet quitting?
As the world changes, most recently as a result of the pandemic, employees are in favor of flexibility and leadership that is understanding of both their individual and situational needs. While it may not be a full-proof solution to combating employee disengagement, quiet quitting is becoming a catalyst for life-style changes and purpose driven work.
According to a Gallup poll, only "36% of U.S. employees are engaged in their work and workplace." Factors contributing to disengagement include poor management and a resistance to change from the top-down. For employees to be engaged, Gallup suggests looking to management. In addition to management providing "clarity of expectations, opportunities for development and [employee] opinions counting at work," it would be wise of them to consider the following:
"The new workforce, especially younger employees, demands managers who aren't traditional 'top-down, command-and-control' bosses, but rather are coaches who develop employees, communicate frequently with them and care about their overall wellbeing."
Half and half
Management, while a significant part of the puzzle, is just one piece. Employees may have to take stock of how they view their work--whether it has purpose and/or meaning. Lindsay Ellis, a Wall Street Journal (WSJ) reporter, was asked in a recent podcast why this trend is becoming so popular, specifically with Gen Z and younger workers:
"Gen Z and younger workers are reporting that they feel less like their work has purpose. Without that connection between what you're doing and why it matters, it might be a little bit easier to dial back your own engagement."
Finding purpose can sometimes feel like you're chasing an illusive animal. But to feel fulfilled at work, and to have some level of drive, finding a deeper cause in our work may be as necessary as management supporting their people.
About the author: Latanya Muhammad is a writer and the founder of CITYS, LLC, a digital content company focused on content creation/writing, editing, and copywriting. To read features and blogs, visit citysllc.com. To connect, submit all inquiries to latanyammuhammad@gmail.com.