While much has been written about the Great Resignation, a new term has emerged to describe an increasingly common alternative to resigning: “ quiet quitting.” Driven by many of the same underlying factors as actual resignations, quiet quitting refers to opting out of tasks beyond one’s assigned duties and/or becoming less psychologically invested in work. In this piece, the authors identify three research-backed strategies for managers and leaders: redefine workers’ core job tasks listen, then invest in employees and replace an unhealthy hustle culture with sustainable “citizenship crafting.” As such, this trend has the potential to harm not only employers, but employees as well - and it’s up to leaders to understand and address its root causes.
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Furthermore, workers themselves benefit when they engage in citizenship behaviors, both in terms of their personal wellbeing and their professional growth.
But many companies rely on a workforce that’s willing to step up and take on extra tasks when necessary. And to be sure, for jobs with responsibilities that can be fully defined in advance, this isn’t necessarily problematic. Quiet quitters continue to perform all their regular work, but they refuse to go above and beyond and engage in what researchers refer to as citizenship behaviors. “Because the farm is my passion there is an intrinsic motivation to do more.While most employers understand the challenges associated with resignations, a new trend - quiet quitting - has somewhat more-nuanced implications for organizations. She acknowledges that she’s got a different mentality when farming. When Ko isn’t working her nine-to-five, she runs Bao Bao Farm, a small-scale vegetable farm. “Can we just call it what it is? It’s just working.” “It’s negative and dangerous that we frame a healthy work life balance as quitting,” says Ko. She’s not convinced “quiet quitting” is the best term for setting boundaries.
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Shini Ko, a millennial software developer, acknowledges that she and many of her colleagues are in the industry for the pay, but she too, prioritizes stepping away from work when necessary. The survey also found that among the top concerns of the Gen-Z and millennial generation is finances, with pay being the number one reason workers in the demographic left their roles in the last two years. There are potential generational differences between the Boomers and Gen-X executives that have subscribed to the hustle ‘rise and grind’ mentality to climb the corporate ladder, versus younger generations that tend to prioritize a better work-life balance, according to Deloitte’s 2022 Global Gen Z and Millennial Survey. The generational divide and the significance of pay “Anytime that you silence your own voice in an organization, you may be depriving yourself of the opportunity to change that organization,” says his spokesperson. “Anyone who tells their business leader they are a quiet quitter is likely not to have a job for very long.” Gergo Vari, CEO of job board platform Lensa, also believes the decision won’t serve employees long-term either. “I understand the concept, but the words are off-putting,” he says. Taylor, who, as a CEO himself leads a team of over 500 associates, advocates for his employees taking time off when they’re feeling overworked, but he doesn’t see how embracing quiet quitting will be helpful to employees in the long term. “I don’t know a company in America that is not sensitized to burnout and the need for employees to step away from the workplace for their mental health.” Taylor Jr., President and CEO of Society for Human Resource Management, the world’s largest HR society, says remote work has caused severe burnout, Zoom fatigue, and made it harder for some workers to take breaks from home. Read more: Some CEOs Are Cutting Staff Even as the Labor Market Booms
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