Quiet Quitting – Why Showing Initiative is Out of Style

Quiet quitting – a term that has burst out from TikTok and spread to other social media platforms (here’s an example – and here’s another!). This trend, or term – whatever you want to call it – originated on TikTok, where various influencers urged their followers to break free from the hustle mentality, where work was meant to be your whole life and your value as a person was tied to your profession. 

Amid the pandemic’s impact, the previously wildly popular startup culture took a serious blow. Plunging headfirst into companies and projects at the risk of one’s health, guided by venture capital, stopped being impressive. Instead, it became impressive to prioritize personal well-being, achieve a work-life balance, and promote transparency in the workplace. Who could have predicted this shift? As a branch or continuation of this trend, quiet quitting has emerged. 

A Change in Mindset 

Quiet quitting essentially means that as an employee, you stop going the extra mile, which sometimes eats into your personal time. It doesn’t imply that you cease doing your job – on the contrary, you just focus on fulfilling your job responsibilities without any additional effort. To put it simply, you shut down your computer when the workday ends, pass on that extra project that might lead to overtime, or opt out of involving yourself in organizing the next conference (because, well, it’s not exactly part of your job description). 

Thanks to the era of remote work triggered by the pandemic, employees have had the chance to reevaluate their self-worth – your career and hard work aren’t the sole yardsticks for gauging your value as a person anymore. Like the 90s dot-com bubble, the mentality of constantly striving to prove yourself has reached its peak and is now fading away.

Are you a manager and have a quiet quitter in your team? Then you probably share the responsibility for it.  

In the discussion about quiet quitting, it’s easy to blame the unmotivated employee. However, a survey conducted by Zenger Folkman suggests something different: employees are often more willing to put in extra effort if their managers balance results with supportive coaching and care. In other words, it’s leaders who offer individual support and adaptation to their employees who often have teams that go the extra mile without needing to be told or risking burnout. 

So, instead, it might be that leaders and managers should become even better at recognizing individuals who want to contribute their energy and creativity to the organization.

Why This Could Be a Positive Trend

The fact that more people are prioritizing their free time and mental well-being is undoubtedly a positive effect of the quiet quitting trend. Beyond the obvious benefits, there is also research indicating that well-being increases work engagement. When you’re engaged and content in your workplace, you generally experience less stress, anger, and health issues. Could the effect be reciprocal as well? Can well-being lead to increased focus and better engagement? We certainly hope so. According to a study conducted by Workplace, low workplace engagement costs the global economy around $7.8 trillion annually. The relationship between well-being and engagement is crucial. How you experience your work influences your life outside of it – and ultimately affects your overall well-being at work. 

Take care 🧡