Over the past few weeks, the term ‘quiet quitting’ has been hitting the headlines. This is following this viral Tik Tok video from Zaid Khan that has been viewed over 3 million times:
@zaidleppelin On quiet quitting #workreform
A search of the term ‘quiet quitting’ in Google returns 322,000,000 results, which highlights the extent to which the term is being discussed. It doesn’t mean someone actually leaves their job, neither is it the introvert’s way of exiting the organisation. It is described as doing exactly what the job requires (no more or no less). Or, not going over and beyond what they are paid to do.
In his video Zaid says of quiet quitting:
“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 where work has to be your life,”
Whilst the phrase may be a new, popular term, the concept of quiet quitting is not. Some people are used to the phrase ‘working to rule’ which has often been used as a form of taking industrial action that falls short of going on strike. Whereas working to rule usually takes place as a result of a collective agreement, quiet quitting is more of an individual choice.
Some people agree with it, some people don’t. Whether or not you agree with quiet quitting, one thing I do know is that for many people, there is increased pressure on them to work excessive hours. They continually go over and beyond their job descriptions.
Whilst it is good to show willing, the culture of many organisations has become one where there is an unspoken expectation that staff will do whatever it takes (i.e., work excessive hours) to get the job done. In times of reduced headcount where more is expected with less, it will eventually take its toll.
Going through the pandemic has resulted in many people re-evaluating what is important to them, and work has slid further down their list. There is more to life than work and it is only natural for people to want to get a better balance doing the things that add meaning and value to their lives, but is quiet quitting the answer?
If an organisation’s culture is one where many people are quiet quitting, then leaders need to ask themselves, what is going wrong. If it is just the odd individual, what is going on for that individual? Are you expecting too much of them?
UK employers claimed £35 billion of free labour in 2019 because of workers doing unpaid overtime.
It can be easy for leaders to ignore the situations that lead to quiet quitting, because the work is getting done. Relying on the goodwill of staff who go over and beyond. But there comes a point when enough is enough.
Should employers expect employees to go over and beyond what they are paid to do? Data published by the TUC (Trades Union Congress) in 2020 showed that UK employers claimed £35 billion of free labour in 2019 because of workers doing unpaid overtime.
They reported that more than 5 million people put in an average of 7.6 hours a week in unpaid overtime during 2019. This on average is equivalent to taking out £6,828 from individual pay packets.
Not only does this provide employers with free labour, but it also puts pressure on employees, leaving them stressed and exhausted. Is it any wonder then that they then resort to quiet quitting rather than waiting until they burnout?
I don’t advocate quiet quitting, but I don’t subscribe to this hustle culture where work has to be your life, that the video refers to. I advocate putting healthy boundaries in place, so you don’t feel that there is a need for quiet quitting. We spend far too long at work and if you become disengaged (as a result of quiet quitting) it could have a negative effect mentally and physically.
I would rather employers address the situations that lead to quiet quitting and for the culture to change so that people don’t feel that they have to do it. If someone is feeling exhausted from excessive working, I would rather that they let it be known so that measures can be put in place to address this.
Leaders have a duty of care for the people that they lead and should not ignore, but address an excessive, over working culture. Likewise, we each have to take personal responsibility for our wellbeing, put boundaries in place, and practice self-care.
Rather than having to deal with the fallout from quiet quitting, address the circumstances that lead to it because prevention is better than cure.
What are your views on quiet quitting and why do you think it has become such a big issue now?
First published on LinkedIn.
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