Quiet Quitting : Meaning, Working and Examples

What is Quiet Quitting?

Quiet Quitting means doing only the least amount of work needed for your job, without putting in any extra time or effort. This is a little misleading because the person is still working and getting paid. Quiet Quitting is when ​employees start to not care about their work or the place they work at, but they do not say anything or quit formally. This is hard for ​bosses to notice because the changes are small. The bad things that happen because of quiet quitting are less work getting done, people being less happy, and bad things happening to the ​work culture over a long time. To stop quiet quitting, bosses should talk openly with employees, solve ​problems before they get worse, and make sure everyone feels welcome and supported at work. Keeping an eye out for signs of quiet quitting and making sure everyone knows what is going on can make a workplace better and more productive.

How Quiet Quitting Works?

In September 2022, Harvard Business ​experts talked about something they call “Quiet Quitting,” which means people are doing their main job but not doing extra things. Some ​managers have different reactions to this because it is hard to find new people to replace those who quit quietly. Some managers are firing people who they think are not doing enough. This idea of “quiet quitting” is now being used to talk about not only work but also other parts of people’s lives, like being married or having a ​relationship.

• Quiet quitting is when workers start to feel unhappy with their job or company, but they do not say anything or officially quit.
• They start to disconnect from their work and the company, even though they still show up to work, like doing minimum work on the job.
• It is when people at work stop trying without saying anything or officially leaving.
• They do this by doing less work, not coming up with new ideas, not talking to others, not being there a lot, being negative, and secretly looking for a new job.
• It is hard for bosses to see this because even though the people are at work, they are not really there mentally and emotionally.

Who Invented Quiet Quitting?

The first people talked about “Quiet Quitting” in 2022, but Wikipedia says it started in 2009 according to a man called “Economist Mark Boldger”. But they do not have any proof of this. So, there is not any proof of who invented Quiet Quitting, but it is trending in 2022 and after that. Quiet quitting is a new term, but the concept has been around for a long time.

According to Anthony Klotz, a professor at University of College London’s School of Management, “Although this has come from a younger generation and in new packaging, this trend has been studied under different names for decades: disengagement, neglect, withdrawal.”

Quiet quitting is a way people behave at work when they start to lose interest or feel unhappy, but they do not tell anyone or officially quit. It is a term we use to describe this kind of behaviour. It is not something that was created or invented by one person, but rather something we noticed happening in ​workplaces. We know that not everyone who is unhappy at work will make it obvious, and that is why we use the term quiet quitting to describe it. It is a way to talk about this behaviour so that both ​employees and ​employers understand what is happening.

Is Quiet Quitting a Real Trend?

A survey found that more than half of American workers may not be very interested in their jobs but do not show it. This could mean that a lot of people are not happy with their work. Some people think this is not new, but that people are just looking for new words to explain how they feel when burned out or bored. Here are a few important things we have learned about ​Quiet Quitting in recent years,

• It is not just quitting, and it is not done quietly.
• It can happen when someone mentally checks out and stops caring, or when they physically show up for work but protest.
• Managers need to understand and be able to recognise the signs of quiet quitting so they can keep ​talented employees and prevent them from leaving. They should also take action to prevent employees with a ​promising future from getting exhausted or burnout.

Examples of Quiet Quitting

1. Not Participate in Volunteer Activity: Employees may choose not to take on additional work or responsibilities, even if they can do so.

2. Not Showing Dedication to Work: Employees may not put in the extra effort to complete a task to the best of their ability and not show excitement or interest in their work.

3. Missing Deadlines: Regularly failing to meet deadlines or complete assignments on time, indicating a lack of commitment.

4. Avoidance of Responsibilities: Not doing tasks and responsibilities that used to be done well before.

5. Reduced Productivity: Starts doing less work or the work they do is not as good as before, without any clear explanation.

6. Minimal Communication: Limited interaction with colleagues and superiors, both in terms of work-related discussions and social interactions.

7. Lack of Initiative: Not as interested in new projects, which means not as excited about getting better at work.

8. Social Withdrawal: Becoming increasingly distant or disengaged during team activities, meetings, or social events.

9. Negative Attitude: Showing a bad attitude, always complaining or being negative, especially about work.

10. Job Hunting: Trying to find a new job without telling anyone at current job.

Conclusion

It is very important for organisation to understand and deal with quiet quitting. This means that it is crucial for organisations to keep their workers motivated and involved. Regular communication, recognition, and addressing concerns can help prevent employees from becoming disengaged without anyone noticing. Some workers are leaving their jobs quietly, but it’s not clear if this is a new trend or not. It shows that many workers are unhappy or not interested, and their organization needs to do something about it.