What level of engagement do you expect from your employees? Ideally, you’re looking for highly motivated workers who do their job with a smile on their faces, day in and day out. Wouldn’t it be fantastic if every employee you ever hired went above and beyond with undeniable enthusiasm during every shift? Of course, it would. But that’s not always the case.
Many employees view their job as a means to an end. Their work is not their passion; it’s simply a way to make a living. This view of work is not new, but corporate experts have coined a new term to describe it — quiet quitting. The concept has been hotly debated in recent months, with many offering interesting views. To help you understand what they’re talking about, we will take a closer look at quiet quitting: what it is and why on-demand pay may be an effective tool that could possibly help employers reduce quiet quitting in their workplace.
What is Quiet Quitting?
Quiet quitting describes the idea that workers do only what is expected of them, nothing more. They clock in on time, clock out when it’s time to go, and meet the expectations set for them in their job description. They don’t leave things undone, but they don’t go the extra mile, either. In recent months, quiet quitting has sparked many discussions in the news and on social media. There are two schools of thought on quiet quitting: those who think that it’s a problem in the American workforce and those who don’t see an issue with it. Those who view it as a problem believe that workers should be more engaged in their careers, put in the extra effort, stay late, and go above and beyond to engage in work-related activities that may not be mandatory. On the other hand, those who don’t view the trend as a problem argue that it’s simply a way to set boundaries between one’s work life and personal life. They’re fulfilling their job description, so why should it be an issue? As a manager, it’s important to understand both sides of this discussion if you personally want to reduce quiet quitting in your workplace.Is Quiet Quitting a New Phenomenon?
In short, no. The concept has been around for decades, but “quiet quitting” is a new way to describe it. Most sources attribute the rise in popularity to a TikTok video from early 2022. Since then, it has stirred up some debate between those that view quiet quitting as a problem and those who argue it’s simply an indicator of a healthy work-life balance. The new conversation around quiet quitting could be a result of the way working adults view their jobs after the COVID-19 pandemic. For many, the pandemic revealed work as just that — work. After many months of being unable to travel, leave home, dine out, visit friends, or do almost anything resembling a social life, some decided life was too short to devote so much of their time and energy to their jobs. Instead, many people’s perspectives and priorities shifted, and they decided they would only give as much time to their work as they had to.Examples of Quiet Quitting
Many examples usually cited as evidence of quiet quitting can be attributed to an employee’s mindset and personal philosophy about their work, so exact examples can be difficult to pinpoint. However, in recent discourse, some have argued that quiet quitting includes:- Working only designated hours
- Not attending non-mandatory work events
- Doing only what is listed in a job description
- Not offering to do extra work
- Not responding to work communications outside of work hours
