There has been an increasing amount of noise around a new workplace phrase ‘Quiet Quitting.’ It’s become a truly viral affair over the last few weeks – first coined on TikTok, ‘Quiet Quitting’ has of late been discussed across the mainstream media including the Guardian, Metro, Harvard Business Review and Fast Company.
So, just in case you have missed the hype or are unsure what it means let’s start with getting clear on what it is (and for those of you like me that thought it meant people leaving their jobs without telling anyone, spoiler alert, that isn’t it.) ‘Quiet Quitting’ is when people become less engaged, lose their motivation and sense of commitment to their work. From the recent social media discussions on the subject, as well as conversations with friends, colleagues and coaches, more and more people are feeling less emotionally tied to what they do. They have stopped going that extra mile – whether that’s working in the evenings on occasion, taking on time intensive projects or turning up to ‘in person’ work events.
What we know to be true right now is that our connection with work has shifted. A lot has been written about the drivers for this shift such as people re-addressing their work life balance, moving to the countryside, the ‘Great Resignation’ and wanting more purpose and meaning from work. And although the phrase ‘Quiet Quitting’ might be shiny and new, the behaviour itself is not a new phenomenon. Many people at some point in their career have felt unmotivated, undervalued, exhausted or bored.
And this brings us to the crux of things…. what can be done to prevent the need for ‘Quiet Quitting’ in the first place. This is certainly the right time to reflect on what we can all do better to reduce the possibility of our people quietly quitting on our watch. Here are five questions that are useful to reflect on right now:-
1. What do you do to build a personal relationship with the people you manage?
Do you spend time with people to discuss things that aren’t directly related to their work? How good are you at listening and asking curious questions? Work has become more transactional on a variety of levels which makes it easier for people to disconnect. Reflect on how you build relationships and whether you are doing enough to connect with others.
2.Do you have development and career conversations regularly with the people you manage?
If you don’t, start now and make sure these are structured conversations that aren’t just happening in an appraisal once a year.
3.How do you install a sense of purpose and meaning for work with your team?
It might be helpful to think about what people value in their work and what the business values and make sure individuals are able to join the dots. Alignment of values goes a long way to making people feel emotionally connected to what they do.
4.Is there a culture that allows people to speak their mind and give feedback without judgement?
People need to be able to share their frustrations and anxieties without being blamed for what they think and feel. They also need to have confidence that they will be listened to when they do speak up. There are loads of ways you can encourage people to speak their mind and creating this culture takes time and effort. You could start with sharing some of your anxieties. Or asking for feedback directly from your team.
5. How do you show appreciation?
When it comes to giving feedback often people focus on critical and negative feedback rather than praise – taking it as given that people should perform well. Remember to praise people and be specific! When you do, individuals understand what they have done well and exactly what is being appreciated.
What has perhaps got a bit lost in all the noise is that there are some really positive and useful behaviours that sit within the phenomenon. Setting good work life boundaries is healthy and looking after your mental health and preventing burnout is more important than ever. Surely this behaviour should be celebrated and shared and not complained about by leaders?
Typically, a TikTok born phenomenon has on the whole, been portrayed far too simply.