You may have already heard about the phenomenon of “quiet quitting,” coined by TikToker Zai Khan. In his video he says, “I recently learned about this term called quiet quitting, where you’re not outright quitting your job, but you’re quitting the idea of going above and beyond. You’re still performing your duties, but you’re no longer subscribing to the hustle culture mentality that work has to be your life. The reality is it’s not — and your worth as a person is not defined by your labor.”
Long story short, quiet quitting is about giving up on the idea of climbing the career ladder at your job. While the term is catchy and can be relatable to many since the pandemic – it brings attention to a bigger issue. Settling.
The Symptoms
Yes, it is no longer noble to be a workaholic, but since when have people ever openly aimed for the bare minimum? As we revisit what the meaning of work-life balance is, we also discover a staggering number of talented individuals who have also participated in “quiet quitting.”
Symptoms of quiet quitting are withdrawal from participation in meetings and an overall lack of enthusiasm. Unlike burnout, quiet quitting allows people to create a barrier against themselves and any strenuous activity in the workplace.
While it may seemingly provide a veil of protection from office fires and picking up extra work, it also negatively affects the distribution of work amongst employees who do not have the luxury of quiet quitting. Those who are heavily reliant on a work visa or supporting a family often have to tough it out in order to stay afloat. As a result of quiet quitting, there can be a disproportionate distribution of duties in the workplace. And this itself can lead to burnout and the decline of an organization overall.
The Problem
The quiet quitting phenomenon initially stemmed from the burnout many experienced in the beginning of 2020. While many businesses had to lay off their employees and pause hiring, it seemed like everyone was in fear of losing their jobs. Because of this, people were doing everything possible to ensure job security.
As we find ourselves toward the end of 2022, the mindset of the average legal professional has drastically shifted. Although every industry has its own set of expectations, it is no surprise that professionals now have more of a say in their work life balance. In order to coast through the typical 9-5, some have opted to participate in “quiet quitting.”
This passive yet combative approach may push away stress temporarily, but it also inhibits growth. Mental health should always be a priority, but it should not become an “all or nothing” approach when it comes to work. A talented professional has every right to nurture their wellbeing while thriving in a career that they feel passionate about.
The Solution
Every employer wants their employees to succeed and take their organization to the next level, but not every employee and employer are the right match. If someone feels unmotivated and indifferent to their role and firm that they work at – what is keeping them from leaving? When it comes to goals, everyone is different.
At the end of the day, quiet quitting is a symptom of poor management. A lack of communication creates a gap between the employee and their manager, making it difficult to ever create a sense of community or work-life culture. Supervisors should regularly speak with their employees one-on-one to ensure that feedback is received and direction is given. Without this, a lot of work can seem meaningless.
Quiet quitting should not be perceived as employees being lazy but as the creation of a barrier between themselves and work, with the barrier becoming greater as time goes on. Everyone deserves to feel empowered and passionate about what they spend most of their days doing, so quiet quitting should be taken seriously. With proper communication, both employee and employer should discuss their goals and find a common ground.
If you ever feel like “quiet quitting” yourself, be sure to look into what is the cause. No one should stay in a role where they do not feel fairly compensated or overburdened, nor should they waste their talents by voluntarily staying in a career plateau. If you are an employer, make sure to constantly keep in touch with your team and to genuinely listen. Quiet quitting may start with one team member, but it can spread like wildfire in a workplace. Regardless of what your role is within your team, quiet quitting should never fall on deaf ears.