I was recently interviewed by Stephanie King Mattingly, author of the forthcoming book, “The Secret You Hide Holds You Back.” We discussed quiet quitting. Although it’s not a new term, it’s still very relevant in today’s workforce.
By definition, quiet quitting is a form of disengagement where employees no longer go above and beyond for their job. They do the absolute minimum to get by. Quiet quitters are often categorized as slackers, which is not always accurate.
A slacker is defined as a person who avoids work or effort. In the 1990’s this equated to a young person who was characterized by apathy and aimlessness.
Although quiet quitters may be apathetic towards their job if they are not engaged, due to boredom and lack of interest, most often their performance is a sign of a bigger problem.
Some of the most common reasons for quiet quitting include:
- Feeling unappreciated
- Feeling stressed and overwhelmed
- Pay discrepancies
- Misalignment of values
- Feeling disconnected
- Toxic, unhealthy corporate culture
- Tired of doing the job of multiple people
In actuality, quiet quitting can be a defense against burnout. If you’re on a fast train to burnout, applying the brakes by reducing your effort in the workplace, can slow the progression.
Ultimately, quiet quitting delays the inevitable, as the job stress, disenchantment, and toxicity never goes away.
If quiet quitting has reached epidemic proportions in your organization, it’s time to take a hard look at the reasons why employees are quietly quitting.
Don’t kid yourself into believing that the talent pool is subpar. More often than not, quiet quitting is a direct result of corporate culture. Is your culture inclusive, diverse, supportive, and people first? Are your employees feeling seen, heard, and encouraged to share ideas and provide regular feedback? Are positions flexible? Is self-care and employee wellness encouraged and supported? Are leaders within your organization allowing their teams to do their jobs or are they stuck in the trenches, doing the work of their employees? If you answered no to any of these questions, there’s your answer.
If you’re the co-worker that is quietly quitting, it’s time to change jobs.
Corporate cultures do not change overnight. They take months, sometimes years, to develop. Don’t waste your time, energy, and emotional and physical health working for an organization that makes you feel unsupported, disconnected, and unappreciated. You may enjoy what you do but if the organization is not in alignment with your core values, it’s time to leave.
If the thought of making a career change makes you uncomfortable or physically ill, don’t use that as an excuse to stay in a toxic environment. Quiet quitting is not a sustainable option. It may prevent burnout for a period of time, but you could lose your job in the process.
In Section I of my international best-selling book, From Burnout to Best Life. How to take charge of your health & happiness, I discuss how to create your best life by starting with a laser-focused vision and determining your WHY. In the accompanying workbook, I walk you through how to create a personal vision statement by incorporating your values, passions, and strengths. To learn more and get your copy, go to From Burnout to Best Life book
Once you have a created your vision statement you have a clear understanding of your life destination.
It’s now time to create your roadmap by setting specific goals and action steps to help you reach that destination. If you’re unsure where to start and need accountability to achieve your objectives, I encourage you to schedule a complimentary Discovery Call via email at firstname.lastname@example.org
Imagine what your life will look like, and how you’ll feel, defining and following a clear path to your ultimate life destination. No more quiet quitting and potential burnout. You’ll be energized and focused. When challenges arise, as they will, you’ll have a strong accountability partner to keep you on task and motivated to achieve your objectives.
Let’s do this!
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