Quiet quitting

Closing your laptop at 5 p.m. Doing only assigned tasks. Spending more time with family. These are some practices in the workplace trend of "quiet quitting" ...

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All right: Let's talk about "quiet quitting," the buzzy catch-all phrase that's not so quietly taken over work culture conversations in recent weeks.

The US government has no performance standards for automated driver-assist technology like Tesla's rudimentary "Autopilot." There are Tesla die-hards who think the technology behind FSD is nearly perfect. — nine times the Bank of England's target — early next year, Citibank economists said in a note to clients, citing Europe's escalating gas crisis. And there are never-Teslas who dislike the man behind the wheel, CEO Elon Musk, saying he's unleashed an unfinished technology into the wild recklessly. For some people, quiet quitting is just taking a foot off the accelerator. In one video, Carmine Cupani drives 35 mph in a parking lot, with his 11-year-old son standing in the car's path. Again, that's not a new concept — fans of the 1999 movie "Office Space" may recall that Gen X was "quiet quitting" long before social media made it a trend. It is riddled with flaws and inconsistencies that have raised alarms among safety regulators and industry experts. Bosses who are worried about quiet quitting might want to look inward for a moment. Pre-pandemic, your job set up the structure of your day — you commuted, you spent eight hours (minimum) at your desk, you went home. But right now, the labor market has never been stronger. - The labor market shifted.

Years of long hours, understaffed companies and burned-out employees have all led to the latest TikTok trend: quiet quitting.

People are tired of dead-end jobs, low wages that can't keep up with inflation, feeling unappreciated at work and resentful over being required to put in ...

The remote worker is likely concerned about not receiving a promotion, raise or bonus, as they are out of sight and out of the minds of supervisors. The difference is that the “stay” discussion is proactive and not reactive. Let the worker know about what you have in mind for their progression within the firm. The focus on tasks rather than hours means that any employee can organize their work hours and workplace in the way that supports them in delivering their best work. If a person loves what they do for a living and finds meaning and purpose in their role, the employee will thrive. As the economy contracts and unemployment rises, the quiet quitters need to worry about the safety of their jobs. [crush the economy to whip inflation](https://www.forbes.com/sites/jackkelly/2022/07/22/why-the-fed-needs-to-crush-the-economy-and-job-market-to-save-it/), massive job losses are part of the program. Forget about the pre-pandemic importance of face time and Some people do their best work early in the morning and others are night owls. The prevailing sentiment is that it's safer to remain to continue earning a paycheck, take a wait-and-see approach and bide your time until things turn around for the better. Management consulting firm PwC conducted a [survey](https://www.pwc.com/us/en/library/pulse-survey/img/managing-business-risks-chart-pack.pdf) that found half of the respondents in the U.S. It's a feeling that life is too short to waste killing yourself slowly by all the stress and aggravation.

It's the 17-second video clip which has gone viral on TikTok and sparked a global debate about work-life balance in the post-pandemic era.

It’s important that we all get to strike the right balance between our work and home lives. Whether that care is extended to children, elders, friends, neighbours or pets, we all have duties that go beyond the realm of work. I think “quiet quitting” strikes such a chord because as individuals we are starting to realise we’ve safeguarded too few hours of the day for non-work time, in which we can optimise our overall health and wellbeing. “The pandemic revealed what every working parent already knew – that workers are also carers who have things they like and need to do outside of paid employment,” Dr Hill says. The reality is it’s not and your worth as a person is not defined by your labour.” A major upside for some workers, however, was the elimination of the daily commute.

Kiwi workers could soon be resetting the boundaries of their jobs. The idea of 'quiet quitting' has gained traction on the social media app Tik Tok. It see.

A growing number of Americans say they're done going the extra mile for their employers. Some experts call that progress.

"But you have to be mindful of what's going on in America and play the game." Some employees are recognizing their managers didn't go "above and beyond" for them during the pandemic, noted Ed Zitron, the CEO of public relations firm EZPR, in a Workers who are attracted to the idea of quiet quitting should first question their motives and goals, Spielman said. Carter of the HRQueen said such groups still face unconscious bias and need to be mindful of that. That can result in businesses failing to get the best out of their staff, while workers put in long hours on a job they find unfulfilling. Instead, it's about doing what is required of them, without volunteering for an ambitious project, agreeing to work at nights and weekends, or otherwise going the extra mile in ways that Americans are traditionally encouraged to as a way to demonstrate their worth to an employer. Other experts voice caution about jumping on the trend, especially for workers who have traditionally faced hurdles in career advancement, such as people of color and women. "Quiet quitting is a manifestation of people not having candid, grownup conversations." "Studies show that [people of color] don't have the same resources as their White colleagues. There's a new term for clocking in and doing the bare minimum at work: "quiet quitting." To some extent, quiet quitting may represent an evolution of the Great Resignation, with Americans pushing back against blithe employer expectations that they'll obediently put in more hours each week without additional compensation. The emergence of the quiet-quitting phenomenon isn't a fluke, experts say.

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.

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.

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.

Part of Kathy Caprino's series “Becoming The Most Powerful You, To Live and Work Better”. Quiet Quitting. Are you ready to engage in #quietquitting" or ...

And it helped [leaders and managers wake up](https://www.forbes.com/sites/kathycaprino/2021/12/29/rebuilding-great-workplace-cultures-as-ceos-join-the-great-resignation/?sh=60c2506a64da) to the severity of the problem with how they were leading. And when have these gaps we find it harder to speak up and stand up for ourselves, and be the true advocate and author of our lives. If you’re chronically doing more than is healthy, appropriate and necessary, make sure that you get some outside help (a coach, coaching buddy or perhaps some therapeutic support) to examine that behavior. It might mean that you decide work will give you a just paycheck, but your true interests lie outside of work, and those matter more. Build a clear, emotion-free strong case (with facts, metrics, data and support) for why you feel you’ve been tasked with more than is appropriate for the compensation you’re receiving. Most notable is that our new normal of “remote work,” while it has some benefits, unfortunately can completely blur our boundaries between home and work, and make it even more difficult to feel (and understand when) we’re “done” with the work that we’re being paid for, for the day. And several of these gaps hit younger people (18 to 24) even harder. To close these gaps, we need to embark on what I term the 7 Bravery-Boosting Paths To Career Bliss: Brave Sight, Speak, Ask, Connection, Challenge, Service, and Healing. And it allows them some new ways to think about how to regain control of their lives that they so desperately need and want. The name is a bit misleading as it’s a concept that’s not referring to quitting your employment or your job or making plans to do that “quietly.” These “quiet quitting” actions are aimed at helping avoid the growing experience of burnout, being taken advantage of, working longer hours than required, and doing more than you were hired to, without being compensated for it. But there’s a good deal to tease out that’s important for all professionals as well as their leaders and managers to understand and consider, and take action on.

The concept, which gained popularity with TikTok, is seeing workers reject extra work outside their job description.

“It’s all to do with not taking on all those extra things that companies have said, 'Hey, we've lost all these people. "They’re basically saying, 'I'm just going to go back to doing what I was hired to do. I’m just going to do my job that’s in my job description is what I’m going to do and all that extra stuff that people have loaded onto me, I’m not going to do that.'"

The Reddit forum for worker grievances says any variety of “quitting” implies employees are acting badly, when in reality the viral term simply means ...

Harfoush said that the quiet quitting trend (whether appropriately named or not) is part of a larger recalibration in the labor market. We were all told that if we worked really hard, and that if we went the extra mile, and that if we gunned for that promotion, that the payoff would be being able to afford a house, being able to go to school, being able to get a good job, we would be able to move up,” she said. “The actual term itself is an unintentional, very revealing, vocabulary choice about hustle culture in and of itself,” she said in an interview. “Those are the ideals that are buried in our subconscious. “With quiet quitting, there’s almost like a shame and people admitting it, because if there wasn’t, we wouldn’t call it quiet quitting.” Others see the new catchphrase as a tool [employers may use against employees](https://twitter.com/BudrykZack/status/1561846623625437186) for not doing more work than their contract (and level of compensation) stipulates. “Farming is expensive, and I couldn’t have started my farm without my tech salary,” she said. [Bao Bao](https://baobaofarm.ca/), a quarter-acre organic farm she started last year that specializes in Asian-heritage vegetables. I just don’t think that the term quiet quitting is an appropriate term for it because it sounds negative,” she said in an interview. On TikTok, Shini Ko, 28, agrees that the term is problematic. The internet has been flooded with explanations and debates about so-called quiet quitting, the new buzzword for doing your job as described. Posters on r/antiwork, which took off during the pandemic with the motto [ “unemployment for all, not just the rich,](https://www.bloomberg.com/news/articles/2021-12-16/this-is-the-booming-movement-to-abolish-work-as-we-know-it)” blame the media for [frenzied coverage](https://www.reddit.com/r/antiwork/comments/wurpn8/the_corporate_owned_media_the_last_few_days_is/) of a concept that should be considered the norm, not a scandalous new trend.