Quiet quitting

 

Quiet quitting: Does It Exist?

The trend toward quiet quitting 

 The perception that millions of individuals are just fulfilling their job descriptions at work rather than going above and beyond is one that is gaining traction on social media. This is a problem because the majority of occupations in today's workforce include some level of additional work in order to interact with coworkers and satisfy client expectations.

 

• Disengaged employees cost the world $7.8 trillion in lost productivity
• When your culture breaks its employment promises, quiet quitting begins to occur.
•  For younger employees, the employment conditions worsened during the pandemic. The COVID-19 has increased employee stress, burnout, and declining participation
• Older people are crucial in the fight against quiet quitting The ability to work remotely has showed us that there are other methods of working that also permit us to pursue our interests or take breaks.

 

 Definition of Quiet Quitting

 

Quiet quitting resignation is the practice of an employee doing the absolute minimum required for their position rather than going above and beyond. Contrary to what the word implies, quiet quitters do not intend to leave their occupations. Instead, those who adhere to this ideology have rejected the notion of going above and beyond the call of duty. They merely perform the duties assigned to them at work without making any additional efforts. Characterizes a worker's decision to perform the bare minimum at work as opposed to going above and beyond what is required of them. Contrary to what the word implies, quiet quitters do not intend to leave their occupations. Instead, those who adhere to this ideology have rejected the notion of going above and beyond the call of duty. They merely perform the duties assigned to them at work without making any additional efforts. The phrase has substantially gained popularity since going viral on social media for the first time in 2022, especially among young workers. Nowadays, quietly quitting is viewed as a kind of defiance against the "hustle culture" mindset made popular by millennials. But is it really a problem the way the internet portrays it?

 

According to a Gallup survey, the habit of quiet resigning has negatively impacted employee engagement. Since the second half of 2021, the proportion of workers who are deemed "actively disengaged" has risen to 18%. Burnout is perhaps one of the most frequent causes of this decline in engagement, but there are many more. Burnout symptoms that employees originally started suffering during the COVID pandemic got worse over time, forcing them to resort to quiet resigning.

One of the sexiest terms in the workplace this year is "quiet quitting," which has already solidified its position in the lexicon. Leaders are growing concerned as this new epidemic spreads to workplaces across the nation. Does silent resignation really threaten the future of work, and is it as horrible as it seems? Many managers have started to question whether their teams have been affected by silent quitting. It's a good idea to get familiar with this approach initially to make sure you manage quiet quitters as effectively as possible.

 

Harter, J. (2022) state the terms "great resignation" and "quiet quitting" have been used to describe recent changes that have impacted companies in general and the hospitality industries in particular. These paradigm shifts will compel hotel managers and executives to reconsider their internal marketing and, more broadly, human resources strategies and practices. In order to adapt to the demands of the post-pandemic workforce, this study proposes a framework with experiential practices that sheds some insight on the scope of the big resignation and quiet quitting.

As per the state of Al-Badarneh, M. B., Shatnawi, H. S., Alananzeh, O. A., & Al-Mkhadmeh, A. A. (2019) s the pandemic has exacerbated the problem of burnout at companies, their well-being has grown significantly into a source of concern.

According the Ariza-Montes, A., Arjona-Fuentes, J. M., Han, H., & Law, R. (2018) states it is well established that a worker's experiences, roles, and attitudes in his or her personal life and work environment have an influence on one another. Yet, very few researches in the existing literature on hospitality have looked at this problem. This study identifies the variables impacting the relationship between job satisfaction and subjective well-being, and the results are examined in this work.

Status of Quiet quitting famus tik tok video  which is circulate in the web side.

The phrase "quiet quitting" became popular on TikTok after being used in a video by content creator Zaiad Khan. The Tiktoker explains what quiet quitting is in the video, which has received 3.5 million views as of this writing: A rejection of hustle culture and a reclaiming of work-life balance. Soon after, more TikTok members began to discuss their reasons for quitting quietly, and the hashtag gained a total of 97.6 million video views.

How  organization Should Handle quiet quitting

The term's detractors claim in an NPR story that it is incorrect to refer to setting boundaries at work and maintaining a healthy work-life balance as "quiet quitting."

. According to the Abdelmoteleb, S. A. (2019) state the findings show a reciprocally detrimental relationship between employees' work-home interference and job satisfaction, which is consistent with the stated hypotheses.

 

Leaders need to understand that they can defeat quiet quitters. You can increase engagement and motivate your staff to put in extra effort at work with the appropriate tools. One method to do this is by assisting your staff in creating boundaries that are practical for them. Success in the office depends on maintaining a positive work/life balance. To prevent your staff from reaching burnout, be careful to be aware of their requirements.

 

Regularly asking your staff for feedback and acting on it is another powerful tactic. Employees are much more likely to put in a little extra effort if they feel like their voices are being heard. Ask your employees how they feel about the way things are now at work, and then be open to making any adjustments that might be required.

 

A misinterpretation of employee expectations is at the root of quiet resignation. Take the chance to interact with your team members more deeply if you have concerns that they are not carrying out their duties. It's conceivable that they are not fully aware of what is expected of them at work. Sometimes increasing employee engagement only requires talking to them and paying attention to what they have to say.

They also argue that this term highlights how many companies exploit employees and set an expectation of over performance without adequate compensation.

This discussion follows the Great Resignation, a business trend that saw workers leave their positions en masse in 2021. Low or stagnant pay, a high cost of living, health issues related to the COVID-19 pandemic, and a desire for remote employment are said to be the driving forces behind this. not to mention exhaustion

Given this, companies should view quiet quitting as an opportunity to enhance their workplace culture rather than as a trend that is undermining the workplace.

There is evidence to support the claim that a toxic work environment is the only reason why employees are "quiet quitting ."

A workplace study by HBR states that quiet quitting is a reflection of “bad bosses” rather than employees’ unwillingness to go the extra mile.

Their researchers discovered that managers who were best at juggling business needs with workers' needs had the largest number of workers who were willing to go above and beyond exactly 62%, with only 3% resigning in silence.

This stands in stark contrast to the managers who received the lowest ratings in the category, who only had 20% of their staff members who were eager to go above and above and 14% who quietly left.

A worker will be inspired to perform at their best if their management provides enough assistance, they are provided opportunities for progress, and they are rewarded for their efforts.

Employers are responsible for fostering an environment where that occurs. Setting boundaries around working hours is the first step; an example of this might be a no-contact rule during off-hours.

The most significant impact on the employee will probably be from management training, thus it is also crucial. Building employee trust and fostering a healthy work environment will be made easier by providing training in areas such as pay transparency, skill development, and growth coaching.

Establish quarterly career conversations with managers and their direct reports to address priority areas, upcoming or present issues, and other topics. The likelihood of silent resigning decreases the greater the level of interaction managers develop with their workers.

 

How do  You Managing a Quiet Quitter?

• 
  
  The first thing you should do if you find a quiet quitter on your team is acknowledge that there is probably a lack of trust between you and the employee.
• What happens after that? Do some relationships work?
• One of the best methods to achieve this is by regularly meeting one on one to develop your relationship. To aid in their development, find areas of agreement, actively listen, take note of their interests, and offer resources.
• Set up quarterly career discussions as well to talk about their progress. The following are important topics to talk about:
• Interests and values
• Strengths and gaps
• Job satisfaction
• Career goals

Make an action plan with them to achieve their objectives once you have a clear grasp of what they are aiming for and what is lacking in their function.

And finally, treat your staff members like humans. Giving your all does not (and should not) equate to being an engaged employee. Work-life balance is a crucial component of job satisfaction, and if your team doesn't currently prioritize it, you'll have a long list of quiet quitters.

A quiet quitter is typically just a worker who lacks the necessary support. You'll have a performer who is engaged once you provide what they require.

 

 

 

Conclusion

Quiet quitting is a process that takes time to overcome. Yet, you may significantly impact your employees' overall performance by taking a few easy actions to boost their attitudes toward their work. You may start to get the outcomes you want throughout your entire organization with a little time and effort.

 

References

Al-Badarneh, M. B., Shatnawi, H. S., Alananzeh, O. A., & Al-Mkhadmeh, A. A. (2019). Job performance management: The burnout inventory model and intention to quit their job among hospitality employees. International Journal of Innovation, Creativity and Change, 5(2), 1355–1375. [Google Scholar]

Abdelmoteleb, S. A. (2019). The interrelationships among job satisfaction, work–home interference and psychological contract breach. German Journal of Human Resource Management, 33(1), 32‒55. 10.1177/2397002218791566 [Crossref], [Google Scholar]

Ariza-Montes, A., Arjona-Fuentes, J. M., Han, H., & Law, R. (2018). The price of success: A study on chefs’ subjective well-being, job satisfaction, and human values. International Journal of Hospitality Management, 69, 84–93. https://doi.org/10.1016/j.ijhm.2017.10.006 [Crossref], [Web of Science ®], [Google Scholar]

Harter, J. (2022). Is Quiet Quitting Real? Gallup Inc, September 6. .[on line] Available at   https://www.gallup.com/workplace/398306/quiet-quitting-real.aspx [Google Scholar] Accessed on 2th of April 2023

https://www.weforum.org/agenda/2022/09/tiktok-quiet-quitting-explained/ [online] Accessed on 2th of April 2023

Martina Bretous (2022 ).What is "Quiet Quitting"? And Why It's Trending on Social Media  [on line]. Available at  https://blog.hubspot.com/marketing/quiet-quitting Accessed on 2th of April 2023.

 Gallup survey, (2022) around half of the U.S. workforce is already quiet quitting, with work engagement dropping in the second quarter of 2022. [online] Accessed on 2th of April 2023

Jack zenger and joseph Folkm (2022) Employee Engagement [online] .Available at https://hbr.org/2022/08/quiet-quitting-is-about-bad-bosses-not-bad-employees Accessed on 2th of April 2023

 

Source image 1

https://blog.ttisi.com/the-myth-of-quiet-quitting [online] Accessed on 2th of April 2023

Source image 2

https://www.wgbh.org/news/national-news/2022/11/04/in-an-epidemic-of-quiet-quitting-employees-of-color-say-they-cant-afford-to-do-the-bare-minimum [online] Accessed on 2th of April 2023

Source image 3

https://champsoftblog.com/?p=2238[online] Accessed on 2th of April 2023

 Source video 1

https://www.tiktok.com/@zaidleppelin/video/7124414185282391342[online] Accessed on 2th of April 

Source video 2

https://youtu.be/ACjz5su7ffo [online] Accessed on 2th of April 2023