After a period of Great Resignation following the pandemic and people reflecting and finding other employment or ways to occupy themselves, it is now the Great Detachment, reflecting a disengagement amongst the workforce who remain in employment but lack loyalty or enthusiasm for their roles. It has been a silent movement for quite a few years, but organisations are now seeing it openly and starting to acknowledge it.
Quiet quitting is a term which went viral on TikTok in 2022 and describes employees who are doing their jobs but not taking any initiative or going the extra mile or volunteering for additional responsibilities. Employees do only what is required without going beyond expectations. Quiet quitters do not take on additional responsibilities, tasks, or overtime beyond what is contractually expected. It is not only seen in employees who have been with the company for long, but also with Gen Zs, whose focus on well-being and other aspects of life over professional ambition is being accepted by organisations.
The trend is gaining momentum due to burnout, feeling of being undervalued and wanting a better work/life balance. It’s a resistance to doing work which is not part of the initial job description or what you are not being paid for.
According to Gallups State of the Global Workplace: 2023 Report, nearly six out of ten global employees are psychologically disengaged from their organisations, though they are doing their contracted jobs. More worrying is the trend of decreasing manager or senior level engagement which is bound to trickle down to their teams creating a dissatisfied and disengaged workforce.
Some feel that quite-quitting is a correction of the employee-employer relationship where doing the extra bit was becoming a norm and expected of all employees. It could have also come about post pandemic where people managed remote working and realised that there was more to life than work only.
Some suggestions for managing quiet quitting : 1) Ensure manager engagement 2) Improve communications 3) Provide growth opportunities (both professional and personal) 4) Work life balance – boundaries need to be respected 5) Recognizing and rewarding achievements and 6) Inclusive and supportive environment
Organisations that listen to their staff, provide recognition, and foster a healthy work environment are more likely to retain engaged and motivated employees. Understanding the reasons behind quiet quitting is the first step towards creating a better workplace.