CEO at BrightHR and COO at the Peninsula Group, responsible for the global rollout of HR tech supporting over 44,000 organizations.
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"Quiet quitting" is the buzzword of the moment. It is everywhere right now, having originated on TikTok. But what is "quiet quitting" and what can it tell us about workplace culture?
The phrase has been coined to describe employees who do the bare minimum at their job. They often appear to be disengaged from their work and choose not to go the extra mile while doing just enough to avoid being fired. While some see it as the perfect antidote to the workaholic mentality of the so-called "hustle culture," many say it’s a sign that employers are out of touch with their employees who are growing disconnected and demotivated as a result. Others would have you believe that quiet quitting is nothing more than the rise of lazy employees who simply need to pull their socks up.
So, who’s correct? Why is quiet quitting suddenly getting all this attention and what can leaders do about it?
Firstly, the question we need to ask ourselves is how do you cultivate an environment that fosters creativity and productivity, values experience and has a driven workforce who genuinely want to do their best work rather than feeling they are being taken advantage of?
Almost one-third of U.K. employees feel underappreciated by their employers, and it’s taking a toll on businesses. Nearly half of U.S. employees reported quitting a job due to feeling unappreciated. Motivation is at a major low, and when that seeps into the culture of the company, it can spread like wildfire.
Everyone wants more from their job than simply turning up, going through the motions and clocking out at five. It’s important to feel like part of a thriving community, one that fuels both personal and professional development while making a positive difference in the world. Yet statistics indicate that this is not a reality for many employees.
While this may be an area where businesses can improve, does it really reflect all that badly on employees? After all, there’s nothing in the contract that says an employee must go above and beyond. If you are working your contracted hours and doing everything your role requires, then that’s all any employer can ask.
It’s when people are made to feel that doing their job is not enough that problems start.
An unspoken pressure to start early or leave late, working through lunch breaks, or feeling like you need to be constantly accessible, answering emails/texts/calls at all hours or while on holiday—we’ve all been in workplaces where this is considered "the norm."
Quiet quitters are not doing anything less than their employer asks of them. So why are they receiving such negativity?
Employees are entitled to have a positive work-life balance. The onus is on us as business leaders to consider how we can improve our workplace culture and the lives of our employees, enabling them to achieve this balance. Employees are more satisfied when the values of a company reflect their own. Therefore if your employees are checking out mentally, it could be an indication that your company culture is lacking.
The best way to counteract this is by performing honest, regular reviews of the workplace to see how it serves employees. This should go beyond the usual questions of realistic workloads, mental health, etc., but instead, almost be an audit of the company’s culture. This allows leaders to get a better understanding of what—if anything—can be done to improve. It may be that quick fixes such as more social activities or recognizing and rewarding good work are the small, yet impactful perks to help engage and motivate your team.
It's easy to feel disengaged if your work is not recognized. If you continually get overlooked for promotion or feel your career progression is stagnant, this can sap motivation, leading to a downward spiral. And, of course, negativity breeds. Before you know it, you can have office conflict on your hands should some feel others are rewarded but not pulling their weight.
So, while there’s nothing legally wrong with "quiet quitting" in my book, being emotionally disconnected from your work is never a good thing.
With many companies feeling the financial pinch right now, pay raises may be out of the question. A secure job is a high priority for many, meaning they may be less likely to look for a new role even when their current job is no longer fulfilling, given the current economic climate. Now is a good time for employers to look at other financial support options, such as salary sacrifice schemes or discounts, to help employees.
The belief that there is no compromise between quiet quitting and an unhealthy obsession with work is misguided and potentially harmful. There is a healthy middle ground between overworking oneself and losing all interest in work that brings satisfaction without putting people at risk of burnout. That’s not to say that every "quiet quitter" is unmotivated. Working regular hours rather than clocking up overtime can mean that someone is working smartly, knows when to say no, prioritizes their workload and ensures that everything gets done in a timely manner.
Work is important, but it’s equally, if not more, important to spend time away from work doing what we enjoy. Spending time with loved ones, taking time for ourselves and focusing on things that mean the most are vital to maintaining our mental health. Companies that encourage a good work-life balance could have employees who are more refreshed, rejuvenated, motivated and productive.
Ultimately, I believe the current focus on "quiet quitting" is a chance for us to challenge the age-old cliché that the only way to excel is to work yourself into the ground. Of course, there are people whose passion is work, and that should be encouraged. But not at the expense of their personal life and health. This narrative has been rightly challenged in recent years as people prioritize personal happiness.
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