Quiet quitting

When employees quit going above and beyond what they're paid to do. The pandemic blurred the lines between home and work — leading to burnout. And many have ...

But his work during the pandemic hasn’t gone without criticism (think: [for lockdowns and masking guidelines](https://www.forbes.com/sites/carlieporterfield/2021/06/09/fauci-on-gop-criticism-attacks-on-me-quite-frankly-are-attacks-on-science/?sh=2b0447944542)). [Former President Trump](https://apnews.com/article/donald-trump-mar-a-lago-government-and-politics-d99f53f65920b6d6dce16f8b02aabd13). Anthony Fauci](https://abcnews.go.com/US/dr-anthony-fauci-step-role-niaid-director-december/story?id=88694345). [Primary elections](https://www.usatoday.com/story/news/politics/2022/08/22/primary-elections-florida-desantis-new-york/10351418002/). And opened an investigation into potential violations of [the Espionage Act](https://www.theskimm.com/news/whats-the-espionage-act-4Xio5UaDg1IijDpjpOLZNY?utm_source=newsletter_ds&utm_medium=email). Yesterday, a new study revealed that sending weak electrical currents to the brain can improve older adults’ memories. Ron DeSantis (R) in November — ahead of his expected 2024 presidential run. Yesterday, he filed a lawsuit calling on the Justice Dept to stop combing through documents they [seized](https://www.theskimm.com/news/2022-08-09-750ErD43krJaCabLcnouqo?utm_source=newsletter_ds&utm_medium=email) at Mar-a-Lago. [Floridians](https://www.politico.com/newsletters/florida-playbook/2022/08/22/the-top-florida-races-to-watch-tuesday-part-2-00053041)will choose between two Dems to take on Florida Gov. That’s where two longtime House Democrats are competing for the same seat (thanks [redistricting](https://www.theskimm.com/news/why-redistricting-matters-as-we-head-into-2022s-election-season-2InEbOeXQ0UVipKWTRh8NT)). NY is also feeling extra special with not one but [two special elections](https://fivethirtyeight.com/features/new-york-is-holding-another-primary-heres-everything-you-need-to-know/) taking place. The pandemic blurred the lines between home and work — leading to burnout.

Boundary setting is a big part of quiet quitting, but you can set boundaries without "phoning it in." Quiet quitting's proponents claim that its upsides include ...

Talking through what’s led you to consider quiet quitting can also help you figure out where you may benefit from putting boundaries in place and how best to assert them—not just at your job but outside of work as well. These sentiments [are known to](https://www.tandfonline.com/doi/abs/10.1080/01612840490506400) negatively impact mental health and [can contribute](https://www.sciencedirect.com/science/article/abs/pii/S019188691930217X) to [depression](https://www.psychologytoday.com/us/basics/depression), so it’s important to keep a pulse on how any changes in your efforts at work may be affecting your mental health. Regardless of your plans to quietly quit (or not), seeking support from a Abruptly dialing back the effort you put into your work may also lead you to feel guilty about saying more “no’s” to coworkers or higher-ups, and this may increase your stress. Many quiet quitters claim that forgoing the extra mile(s) at their jobs is a means of offsetting or managing this burnout, since doing only what’s required is thought to lower the pressure to perform and prevent workers from taking it personally when they don’t get promoted or don’t get a raise. [Especially when](https://psycnet.apa.org/record/2021-77825-005) it comes to safeguarding the distinction between work and non-work time. Reducing your input at work (“phoning it in,” so to speak) could sap you of that crucial sense of engagement and purpose that contributes to job satisfaction—a measure which itself [has been shown](https://oem.bmj.com/content/62/2/105) to positively impact our physical and mental wellbeing. Protecting one’s wellbeing in this manner is a great way to balance the concerns of one’s work life with one’s non-work life and health, and if this is what quiet quitting entails, the trend certainly comes with benefits. Many quiet quitters have personally experienced (or witnessed in others) the repercussions of skimping on sleep, exercise, and quality time with loved ones in order to “get ahead” at a job and they’re refusing to incur any further damages to their physical and mental health by repeatedly pushing themselves too hard. [is proven](https://journals.sagepub.com/doi/abs/10.1177/0269216315575850) to help boost worker wellbeing and prevent burnout. Quiet quitting proponents counter that it’s actually just doing your job and setting firmer boundaries at work. Is quiet quitting a good idea?

Cruising on the rump of the Great Resignation is a trend gaining prominence, called “quiet quitting”. Millennials might have popularised “burnout” ...

Workers aren’t “quiet-quitting” to avoid burnout. But it’s arriving in a moment of “unprecedented burnout,” Kacher said. They’re refusing to have their labor stolen without compensation. Twitter is alight with the “quiet quitting” conversation, and so are Chinese Gen Zers and Millennials also coined their own terms to describe similar feelings of a lack of motivation in a work culture that rewards slaving away – “involution” and “lying flat”. PLOT TWIST: “quiet quitting” means “doing your job within the confines of work hours” It might be worth pointing out that from the perspective of capitalism, which is the system that created burnout in the first place, a lack of “employee engagement” sounds negative. – Huh, what is “quiet quitting”? [Fortune](https://fortune.com/2022/08/14/what-is-quiet-quitting-gen-z-tiktok-trend-burnout-great-resignation-quittok-involution-lying-flat/) describes it as “the latest salvo in the pandemic-era tug-of-war between managers and junior colleagues over work-life balance, making the “hustle culture” of the 2010s a distant memory and replacing it with something of a comeback of Gen X’s 1990s-era slacker culture”. [zaidleppelin](https://www.tiktok.com/@zaidleppelin) popularised the phrase earlier last month, describing the phenomenon as quitting “the idea of going above and beyond at work”: [@zaidleppelin]On quiet quitting [#workreform] [♬ original sound – ruby] Cruising on the rump of the Great Resignation is a trend gaining prominence, called “quiet quitting”. Kathy Kacher, founder of Career/Life Alliance Services, said that “quiet quitting” is a new term for an old concept: employee disengagement.

However, some believe that the tagline Quietly Quit is misleading and means that workers are doing the bare minimum in their jobs.

According to Caprino, you might have one idea of your job responsibilities, but your boss might have another. “I was working 9 to 5, but I was still working 40 hours a week. “We as leaders have to show that we are committed, involved and invested,” she said. I was getting rid of the stress I had.” she said. From there, he can understand what his priorities are and what he needs to achieve in his career, Goledema said. Quietly abandoning some of the work tasks you think are beyond your description isn’t a sustainable solution, but there are other ways to achieve what you want, Edmonds said.

The UK saw a sharp increase in the number of people leaving their jobs in 2021, with a fifth of workers in the European country still saying they plan to quit ...

Opinion: Do employees have a point? How to handle the quiet quitters before they really quit. 'Quiet quitting' is the latest work trend, but it may not be all ...

His research focuses on leadership, job design and why employees go beyond the call of duty at work. To help employees go beyond the call of duty, managers can do better at providing employees with options and allowing them choices in what types of nonrequired tasks they participate in. Indeed, helping employees identify and find extra-role tasks that align with their personal interests is not only beneficial to the organization but is likewise good for employees. Of course, there are likely tasks that nobody is willing to do. People will do a lot of things for free — think Wikipedia — if it is something they find personally meaningful and important. [work-family conflict, stress](https://psycnet.apa.org/record/2005-08269-010) and [fatigue](https://psycnet.apa.org/doiLanding?doi=10.1037%2Fa0037583) related to nonrequired tasks. So, putting pressure on quiet quitters to step it up and do more may inadvertently lead them to actually quit. Kelemen, Ph.D., is an assistant professor of management at Kansas State University. Some employees may prefer to stay late to finish a project whereas others may prefer to organize the company blood drive. Research shows that employees who are In other words, quiet quitters simply do what is formally required by their contract and nothing more. [Quiet quitting](https://www.deseret.com/2022/8/19/23311426/quiet-quitting-tiktok-trend), a [TikTok](https://www.npr.org/2022/08/19/1117753535/quiet-quitting-work-tiktok)-fueled global phenomenon, is all about setting boundaries on your work and seeking to create work-life balance.

Quiet quitting has become a trend, after a video went viral on Tik Tok describing the idea as “not outright quitting your job but quitting the idea of going ...

Some leaders are adapting their leadership styles to be focused on creating healthy places to work where people choose to be engaged.

Then remember the point of gratitude isn’t just about thanking people for their accomplishments, it’s about helping them see their worth as a colleague and a human being. A young employee confided to me, “I would kill to have my boss take a few minutes once a week to help prioritize all that’s going on and maybe give me an idea of how much latitude I have to make my own decisions.” Even a quick Monday one-on-one with a boss, or with a mentor, can be a great assist to overcome overload at work—one of the big drivers leading to anxiety and burnout. Just about everyone wants to know how their managers perceive the quality of their work. A key aspect of the quiet-quitting movement is the desire to set more firm boundaries about overtime and not getting pulled into work during weekends and vacations. And as soon as that camera shuts off, everyone turns to me and, in their own way, asks this question: ‘Was that okay?’ I’ve heard it from heroes and from housewives. Silence from a manager can cause worry to creep up on even the best employee as well as feelings of discontent. A final bit of wisdom comes from Oprah Winfrey, who said: “There’s a common denominator in our human experience: We want to be validated. We need to give our people time to spend doing things not work-related so that they’re ready for their workweek.” In this always-on world, and with many of us now living just steps from their virtual offices, it’s important for managers to help their people know it’s okay to be away from the office and decompress with friends and family. Instead, these young people say they’ll do the minimum required of them but aren’t about to bust their butts to climb the corporate ladder. Now it’s AI and robots that are making our jobs unnecessary.” Thus, she says, she’s reticent to go the extra mile for her company until she’s sure they won’t consider her replaceable. The five ideas below presuppose you and your team address any inequities in your workplace, starting with pay. And when people feel powerless, they take what control they can.

Even without the pandemic and the apps, I can understand why people quietly quit. There are abusive managers who will heap on you more work if you do not push ...

Otherwise, you will find yourself stuck with a team that does only the bare minimum, whose ultimate goal is to go from paycheck to paycheck. Remember also that as a leader, you need to protect your team from unwarranted work from your own manager. As a leader, you need to respect boundaries for work and personal concerns and then set the example. Your need to make them appreciate the unique role they play in the success of the team and the organization. Your team will always have their own personal reasons, but there are some things you can do to encourage engagement and productivity. Knowing your team also helps you understand how you can help them find purpose in what they are doing.

So, why are these employees burned out? Burnout can stem from several different stressors. Employees can be overworked, underpaid, and unappreciated or ...

Again, you're going to have to communicate with your team to find out how you can help, and you need to show You'll earn more respect from your team doing this than you could possibly imagine – and you'll take a huge step in keeping them from quiet quitting. Don't have one conversation with your team and think you've cured all burnout and worry. And then take that compassion we just talked about, and work to lessen their load in whatever way you can. If you're not the leader who has a say in their pay, you should then become their greatest advocate (more on this in a later blog). If you know things aren't going to get better on the financial side any time soon, tell them. Instead, you can see different patterns forming, and you can tell that your team has checked out mentally. If you want your employees to feel valued, invest in them. Talk to your team. Instead, they seem completely disinterested and checked out, ready for the hype meetings to end so they can just get back to their desks to do what's required of them until 5 o'clock – when they can go home to their families or friends and enjoy their personal lives. The gist is that every leader within your company should actively look for signs of quiet quitting and address them head on. Instead, it means that employees are finding themselves completely burned out and uninterested in going above and beyond.

As 'quiet quitters' defend their choice to take a step back from work, company executives and workplace experts argue that it could harm your career in the ...

Career coach Allison Peck never considered herself a “quiet quitter.” In fact, she credits going above and beyond at her job in the medical device industry as the reason she was able to purchase her first home. “Employers have to make an effort to enable people to have a say in their own future,” he says. “That can make you want to jump through hoops.” Arianna Huffington, founder of the Huffington Post and CEO at Thrive, wrote in a viral [LinkedIn post](https://www.linkedin.com/feed/update/urn:li:activity:6965397668625805312?updateEntityUrn=urn%3Ali%3Afs_feedUpdate%3A%28V2%2Curn%3Ali%3Aactivity%3A6965397668625805312%29), “Quiet quitting isn’t just about quitting on a job, it’s a step toward quitting on life.” “Whether people feel like their coworkers are committed to quality work can affect the performance of the organization and cause friction inside teams and organizations,” says Jim Harter, Chief Scientist for Gallup’s workplace management practice. Vari coins an alternative: ‘loudly persisting,’ the act of employees feeling encouraged enough to vocalize how their organization can better serve their goals. The survey also found that among the top concerns of the Gen-Z and millennial generation is finances, with pay being the number one reason workers in the demographic left their roles in the last two years. Aside from providing his employees remote-work flexibility and on-site perks at the office, he says his workplace lacks quiet quitters because he values employees’ moments of pushback. Taylor, who, as a CEO himself leads a team of over 500 associates, advocates for his employees taking time off when they’re feeling overworked, but he doesn’t see how embracing quiet quitting will be helpful to employees in the long term. [economic slowdown](https://time.com/6201205/what-is-a-recession-2022/) swirling, productivity levels are a major concern to company executives. [Society for Human Resource Management](https://www.shrm.org/), the world’s largest HR society, says remote work has caused severe burnout, Zoom fatigue, and made it harder for some workers to take breaks from home. Maggie Perkins, a Georgia-based teaching advocate, had been working as a teacher for nearly half a decade before she decided to “quiet quit” her job.

The latest Hays Salary Guide found that 51% of organisations kept overtime rates steady year-on-year, while only four per cent managed to reduce this. For 31% ...

For those not ready to make a grand exit, a softer approach may work.

“There are fewer boundaries of when work starts and when work stops.” “It means that the expectation is for you to do more than the company actually compensates you for, and that will work out well for you,” she said. You do the work you are compensated for, and if you want to go above and beyond, good for you, but that shouldn’t be a requirement.” Matt Spielman, a career coach in New York City and author of the book “Inflection Points: How to Work and Live With Purpose,” understands why some people may want to scale back at work. “I am going to do my job, and do it well, and do things that actually interest me,” she said. “But besides that, I am already underpaid, so I am definitely not going to take on more.” “I am a bit of a perfectionist,” she said. “I get these ideas, and I run with them.” She is especially interested in projects involving diversity, equity and inclusion, and she is helping her company develop better policies and programs. “It’s validating,” she said. “To be given a list of so many things to do and tick them off one by one, it’s fulfilling,” she said. “I’m all about balance,” she said. “You are still performing your duties, but you are no longer subscribing to the hustle culture mentally that work has to be our life.” [Clayton Farris](https://www.tiktok.com/@claytonfarris4ever/video/7132932374123384110?is_copy_url=1&is_from_webapp=v1), a TikTok user with 48,000 followers, who posted about the trend days later, says in his own video: “I don’t stress and internally rip myself to shreds.”

Backlash emerges against the viral term many say is shorthand for setting healthy boundaries. RF work home laptop. Photographer: nensuria/iStockphoto.

The trending term "quiet quitting" is everywhere these days. Find out what it means and why Gen Z is all about it at the workplace and on TikTok.

"The pulse of the global workplace is driven by wellbeing and engagement, and that pulse is dangerously low," their [summary video](https://www.youtube.com/watch?time_continue=140&v=ZZ48l9OQIZ8&feature=emb_logo) explains. [State of the Global Workplace: 2022 Report](https://www.gallup.com/workplace/349484/state-of-the-global-workplace-2022-report.aspx)," employee stress is at an all-time high. Employee wellbeing needs to be prioritized. Instead, they'll likely feel more motivated. Have they been given a workload that is simply not feasible for one person in one day? Just as TikTok user When someone is quiet quitting, they are actually not leaving their job. Have they been asked to take over someone else's responsibilities in addition to their own? That means quiet quitting employees will be there the entirety of their scheduled time, but not a minute before or a minute after. Lately, it seems like the term "quiet quitting" is everywhere. So, let's get to the bottom of it—what is quiet quitting? We're doing 50."

And while only 4% of organisations managed to decrease their employees' level of overtime last financial year, employers must do more to meet employee demands.

In a 40-hour working week, this equates to at least four hours extra per week. Or if you have a news story or tip-off, drop us a line at According to LinkedIn News, "a quiet quitter will leave at home time. Have something to say on this? But yes I think it is a real trend. Unpaid overtime is contributing to the industry's increase in quiet quitting, where employees decide to put their feet up and just do the minimum to keep their jobs.

Maggie Perkins prefers the term "quiet working" to "quiet quitting," saying she was still engaged in her job but decided she wouldn't work overtime.

[poll](https://www.gallup.com/workplace/388481/employee-engagement-drops-first-year-decade.aspx) found that the share of US workers who were "engaged" in their work fell to 34% in 2021, the first decline in over a decade. "They don't have aspirations to move up in that company," she said. "But because it was time for them to not work under those conditions." "And I had to be really judicious with my effort." And either you burn out, or you have to make a choice." "And you're still getting the job done. "It can't be overnight," she said. Perkins has seen some critics argue that "quiet-quitting teachers" are doing students a disservice. Perkins quit in 2020 and said she doesn't have any plans to return. In 2018, she decided she needed a change and began engaging in what's recently become known as " [quiet quitting](https://www.businessinsider.com/quiet-quitting-answer-corporate-burnout-tiktok-yes-2022-8)." [TikTok](https://www.tiktok.com/search?q=%23quietquitting&t=1660663377706) shows how millennial and Gen Z workers are pushing back on the expectation that they should go above and beyond what they are paid to do. "It's what I enjoy most."