This week, we break from the normal format (sort of) to encourage discussion. I’ll pose a question I’d love to hear your opinion on, after giving you an Insight, Imperfection, and Implementation on that topic. Here goes.
The term “quiet quitting” has gone crazy viral of late.
It’s the phenomenon of employees doing what their job requires (sometimes the minimum), while withholding extra effort without extra reward, and pushing back on the hustle culture mentality that your job is your life. It can even mean mentally checking out at times.
INSIGHT (on quiet quitting)
With the Great Resignation, people actually quit. “Quiet quitting” appears to be the evolution of that. It’s a more covert, less risky tactic (in some ways) than actually quitting.
IMPERFECTION (a mistake many make regarding “quiet quitting”)
Many jump to the conclusion that “quiet quitting” is simply slacking-off. That would be a mistake.
Consider this. As you’ve probably felt, working from home has blurred boundaries between work and home. Additionally, much has been asked of employees in the face of a life-altering pandemic, creating further stress and strain on work-life balance. “Quiet quitting” is, at least in part, an overdue attempt by employees to reset boundaries and get some control back.
IMPLEMENTATION (a simple strategy for addressing “quiet quitting”)
It’s up to managers to take the “quiet” out of “quiet quitting,” and begin bravely discussing with employees what’s going on behind the scenes. Research giant Gallup indicates the most profound finding they’ve EVER released is this: 70% of the variance in employee engagement is determined SOLELY by the manager.
A QUESTION FOR YOU
What’s your take on “quiet quitting”?
Join the conversation by commenting on this post on LinkedIn. I’d love to hear from you!