Clarissa Windham-Bradstock is CEO/Chief People Officer of Any Lab Test Now, a leading national retail healthcare and lab testing franchise.
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Have you been following the new watchword in business? The trend of "quiet quitting" has proliferated on social media over the past few weeks. Quiet quitting means going to work or clocking in and doing what is expected or the bare minimum of your job requirements. This means no going above and beyond, no more working through lunch and staying late at the office or working ungodly hours. This is seemingly the Gen Z solution for workplace burnout, and it’s even trending on TikTok.
The Problem
Some call this labor trend part of the “Great Resignation lite,” but what it represents is a cultural change. At a time when there are staffing scarcities in some businesses, others are letting workers go. Heavy hitters like Apple, Tesla, Netflix and Amazon are trimming their workforces with concerns about the economic future. In fact, Meta recently laid off some workers who were randomly selected for the chopping block based on an algorithm.
These ups and downs and twists and turns are sending a message of uncertainty to Millennials and Gen Z. What they interpret is that no matter how much you work or how hard you try, it doesn’t necessarily mean you’ll move up, get a raise or even have job security. Their response? If that’s how it’s gonna be, I’ll give you a day’s work, but that’s all.
Their day job is just that. It does not define them. Having extra “me” time creates a better work-life balance and allows them greater flexibility. According to a 2021 Bank of America survey, 56% of Millennials and 62% of Gen Z have a side hustle. It’s, perhaps, the security they need to ensure the bills get paid in case the rug is pulled out from under them.
The irony in all this is that the act of quitting isn’t really all that quiet. It’s all being played out on social media. The contemporary form of “we’re not gonna take it anymore” is garnering millions of followers, likes and comments.
But not everyone is cheering on this trend. There is the argument that clocking in, doing your required job, then clocking out is hurting the workplace because someone on the collaborative team will have to pick up the slack to meet goals. I believe this apathy contributes to one of the highest levels of disengaged workers that we’ve ever seen in the United States. A new workplace poll put together by Gallup shows the proportion of actively disengaged workers increased to 18%. It found that "the ratio of engaged to actively disengaged employees is now 1.8 to 1, the lowest in almost a decade."
Why should you care? Because quiet quitting is going on all around us. The Gallup research also shows that at least half the U.S. workforce is involved in quiet quitting. There’s a pretty high likelihood that if it’s not currently affecting your workplace, it could be soon. It’s time to address it because a loss of productivity is costly on many levels.
Three Solutions For Quiet Quitting
First let me say, like others examining this issue, I believe quiet quitting is not a new workplace issue, but it does carry more weight in this pandemic-era workplace. Admittedly there are more layers involved here than ever before. We face a unique challenge with the scattering of hybrid, remote and in-person employees testing the unification of our organizations. The spotlight on quiet quitting is providing a platform for change, and that’s a good thing.
I also believe the weight of solving this issue does not rest entirely on the employer. If you’re an adult with a job, you have a responsibility to earn your keep and go to your supervisor and have a conversation rather than communicating your dissatisfaction on social media. That's not easy—I get it. There should be a mandatory class given on how to express yourself to your boss without fear of ramifications or dismissal.
That’s why employers may have to make the first move. Try this:
1. Communicate.
Encourage open lines of communication with staff. Some companies are doing routine “check-ins” to ensure workers recognize that they have a voice. Listen and learn. These conversations may be in person or on Zoom—but have them. They may be eye-opening. This will allow you to discern and gauge common issues and address them. You can’t handle a problem you’re not aware of.
2. Set expectations.
Set boundaries and convey responsibilities to help staff manage their daily workload. Taking inventory can help you recognize if you are taking advantage of your employees and if burnout is prevalent. Convey the value-add employees are making to the goals, mission and vision of the company. Provide learning opportunities to enhance worker skills and personal career growth.
3. Cultivate trust.
Trust your employees. We are in an age of work-life balance, PTO and self-care. As long as the work is being done, the 9-to-5 clock needs to be thrown out.
For too long, we have been disconnected. As humans, we want to feel connected and valued and part of something. Let’s not quietly quit—let’s loudly engage.
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