Quiet quitting

They are drawing a line at the 40-hour workweek, limiting after-hours calls and emails and generally, if softly, saying.

Many "quiet quitters" say they are perfectly willing to work hard, but only for the hours the job is meant to entail. You're still performing your duties but you're no longer subscribing to the hustle culture mentality that work has to be your life." "There's pictures of me grading papers on an airplane on the way to vacation. "There is that stigma - you put your blood, sweat and tears into your job in the US, and if you don't work, you don't deserve to be here," she said. In the words of user @zaidleppelin, "You're not outright quitting your job but you're quitting the idea of going above and beyond. I did not have a work-life balance," Perkins explains in a TikTok video about how she chose - though she did not have a name for it back then - to begin "quiet quitting."

Ontario becomes first province to mandate policies on disconnecti... Up Next. 6:35. Canadian companies cannot find people to fill job vacancies ...

Nightingale says the last two years have been "such a push-pull" in terms of who has the power and who can reframe what work is, adding that many employees don't want to return to pre-pandemic norms. With job vacancies at a new high, Nightingale says employers need to be upfront about expectations from the start while making sure their employees are engaged, feel motivated about their work and have balance. Conversations about 'Quiet Quitting' are everywhere these days, and one expert says it's a "profound opportunity" for Canadian companies to get it right with employees and improve the work landscape for the future.

Companies are freaking out over "quiet quitting." But employees aren't refusing to do their jobs — they're just setting healthy limits around work.

He is also the author of tech and culture newsletter [Where's Your Ed At](https://www.businessinsider.com/author/ez.Substack.com). If you want someone to go above and beyond what they're doing, you need to tell them what "above and beyond" looks like in a tangible way. Work is an exchange of money for labor, and if you want more labor from your workers, you should be prepared to pay for it instead of making up meaningless faux pathologies to frame hardworking people as slackers. If you're an executive worried about quiet quitting, you're a bad boss — you do not understand what your employees are doing, or you're asking them to do more without giving them a reason to do it. [raked in record profits](https://www.businessinsider.com/companies-pocket-largest-profits-in-70-years-amid-inflation-complaints-2021-12) that [mostly benefited wealthy shareholders](https://www.businessinsider.com/new-report-compares-corporate-profits-worker-wages-during-covid-2022-4), and produced [windfalls for their executives](https://www.businessinsider.com/how-to-crack-down-on-greedy-ceos-employee-pay-gaps-2022-7), hundreds of thousands of people lost their jobs and their lives. The nonspecific requirements of your time at the office were [used to extract more labor from you](https://www.businessinsider.com/great-resignation-work-from-home-employees-better-boss-managers-ceo-2022-6). This creates a problem, because companies are terrible at accurately measuring outputs — so they're left trying to vaguely gauge what people are doing or turning to [draconian surveillance](https://www.nytimes.com/interactive/2022/08/14/business/worker-productivity-tracking.html) of employees. "Quiet quitting" is a sleazy way of turning the worker into a thief. [the office was the Vatican of work](https://www.businessinsider.com/employees-back-to-office-work-from-home-build-better-offices-2022-6): a place where dogma was spread to convince people that doing more work without any compensation was a moral good. "Quiet quitting" isn't a nefarious rebellion against well-meaning employers — it's workers doing exactly what they were paid to do in the hours they're told to do it. That this sort of behavior would be a problem exposes "quiet quitting" for what it is: propaganda to But if you want to know why bosses are so worried about the trend, a part of The

Employees all over the world are adopting the 'Quiet Quitting' strategy at work, freaking out managers in corporates. But what is this phenomenon?

For other people work is craft and mastery—it’s a large part of your identity and a big source of fulfillment. Essentially it is a renaming of the concept of "Work-Life Balance" in order to give it a negative connotation. There's no quitting, it's not even that quiet - it's just not allowing yourself to be exploited.] [— Matilda Boseley (@MatildaBoseley)] [August 27, 2022] Or are they refusing to be underpaid and treated like dirt?] [— Robert Reich (@RBReich)] [August 24, 2022] [I hate how "quiet quitting" frames the action as resignation or submission, instead of accurately articulating this counter-approach & its history. You’re not quiet quitting, you’re just resisting being stolen from.”] [https://t.co/mHbDyyg6jn] [August 22, 2022] Brad seems to have found the Buddha’s middle path here. [“It’s not quiet quitting. [Very pissed at whoever named quiet quitting "quiet quitting". It’s actually called being LAZY AF!] [pic.twitter.com/bmLxzus930] [August 21, 2022] Not that this was not in practice since forever, but the terminology ascribed to what seems to be creating healthy work-life boundaries, has blown out of context. And why is this even freaking out bosses and managers.

Is quiet quitting just a complacent acceptance of low job satisfaction? There is no point in trying to precisely define “quiet quitting ...

A QQer might have plenty of internal dialogue on the matter. Is it the rad who shows up a little early, stays a little late, freely helps out peers, referrers, and ancillary staff, and volunteers for special projects, or the rad who rigidly sticks to required hours and constantly broadcasts “Ain’t my job” when asked for a little something extra? If you’re a radiology department chair, and you need a new section head for subspecialty X, who is your choice? You want to be the one who’s willing to take on extra tasks or spend some extra time on the job. For someone in a going nowhere, just need a paycheck for now kind of gig, this might not matter so much. However, I maintain that, if you’re in a career you want to maintain, the second Q is very much what you’re doing, just not in a way that will make you happy.

In an attempt to maintain control, many organizations have returned to remote monitoring software — a phenomenon that Mosher brought up. “There's also a lot ...

“Anybody under 30 has has never really worked in a situation where there's been like a 2008 or 2001 situation: Where the markets crash, there are mass layoffs and some restructuring, and you have to do more with less,” she explained. From an HR standpoint, it may also upskill the remaining employees in the event of layoffs or hiring freezes, and prepare organizations to do more with less. We got onto the topic of generational approaches to mental health as a whole. As I continue to write about generational differences and ageism, I have been keeping this thought top of mind: Older workers’ approach to work isn’t necessarily wrong — it’s just different, with its pros and cons like everything else. “Quiet quitting” may be cut from the same cloth as “work-life balance” and “destigmatizing mental health.” I think everyone deserves to be compensated for the labor that they do, especially if they are asked to do work outside of the role that they were hired for. Even my position as elder member of Gen Z, I imagine, could make me more open about my mental health than the millennial I was talking to. “How I spent my 20s was: putting in as many hours as I possibly could, learning as much as I possibly could,” she said. I think that everyone, no matter how “hard” their job is, deserves to take breaks during their shifts (whether formal or informal). And then checking out for the rest of the day,” she continued. While these instances aren’t unheard of and may give some HR pros heartburn, this may not actually fall under the category of quiet quitting. In an attempt to maintain control, many organizations have returned to remote monitoring software — a phenomenon that Mosher brought up. “In some instances, I think [some employees are] not working at all, where they can get away with it,” she said.

Smart organizations will take this moment to try to understand current workforce dynamics and to meet people where they are, the expert says.

“You don’t want to be in a situation where you walk in every day and your boss has something else in mind but doesn’t tell you what it is. While wages have been rising, they haven’t been keeping up with the pace of inflation. “The pulse of what they’re trying to say isn’t that they don’t want to work, it’s, ‘We don’t want to work in the same way we’ve always worked, and we’re looking for something a little bit different,’” she says. In a tight job market, attraction and retention of talent take on increased importance since workers has more options. Raw Signal’s Nightingale says the last two years have been “such a push-pull” in terms of who has the power to reframe what work is, adding that many employees don’t want to return to pre-pandemic norms. It’s not a good vibe,” she says.

TORONTO — Conversations about 'Quiet Quitting' are everywhere these days, and one expert says it's a "profound opportunity" for Canadian companies to get it ...

"Providing examples in an interview should go both ways, not just for the potential employee." "You don’t want to be in a situation where you walk in every day and your boss has something else in mind but doesn’t tell you what it is. While wages have been rising, they haven't been keeping up with the pace of inflation. "The pulse of what they’re trying to say isn’t that they don’t want to work, it’s, 'We don’t want to work in the same way we’ve always worked, and we’re looking for something a little bit different,'" she says. In a tight job market, attraction and retention of talent take on increased importance since workers has more options. "I always encourage prospective employees to ask employers about specific, tangible examples that they can speak to regarding projects they anticipate they would work on and their role, and examples of how the employer cultivates a positive workplace culture," she says.

TORONTO — Conversations about so-called quiet quitting are everywhere these days, and one expert says it's a “profound opportunity” for Canadian companies ...

“Providing examples in an interview should go both ways, not just for the potential employee.” While wages have been rising, they haven’t been keeping up with the pace of inflation. “You don’t want to be in a situation where you walk in every day and your boss has something else in mind but doesn’t tell you what it is. In a tight job market, attraction and retention of talent take on increased importance since workers has more options. Article content It’s not a good vibe,” she says.

While job applications remain high, retail jobs in physical stores will be tough to fill since many job seekers are looking for remote work, higher salaries ...

Kelley discussed that the definition of quiet quitting could vary slightly, but they have found that while it means people are doing less work, it could result from setting boundaries for more of a work-life balance. With that said, there is nothing wrong with employees wanting to stay at their current jobs as long as expectations are clear from both employees and employers. Last year, the retail sector planned to hire between 500,000 to 665,000 employees for the holiday season. Kristin Kelley, Chief marketing officer of CareerBuilder, said in an interview, “COVID and the pandemic brought an entirely new way of working that is not going away; People value the time saved by commuting and being able to work from home.” For many companies, remote work can allow hiring the best applicants from around the world, but this doesn’t translate to a successful physical store work environment. But workers’ attitudes about their jobs have changed; their commitment to their employers has waned since the pandemic, making it tough for retailers to hire and retain workers in store locations. Holiday selling is a crucial time for many retailers and they will be making plans to hire workers as early as September to meet the sales projections.

Rachel Friend, who joined W Communications in June 2020 after spending nine years at Weber Shandwick, latterly as chief executive for the UK and Ireland, is ...

PR pros: Have you noticed the “quiet quitting” phenomenon in your workplace?— PRWeekUS (@PRWeekUS) [rising trend in the workplace](https://www.npr.org/2022/08/19/1117753535/quiet-quitting-work-tiktok). [posted a video about “quiet quitting.”](https://www.tiktok.com/@zaidleppelin/video/7124414185282391342?is_copy_url=1&is_from_webapp=v1&item_id=7124414185282391342&lang=en) He explains that the term means “quitting the idea of going above and beyond at work; you’re still performing your duties, but you’re no longer subscribing to the hustle-culture mentality that work has to be your life.”

Employees who “quiet quit” won't leave their job, but may refrain from going the extra mile to avoid burning out, or decline to take on extra responsibilities ...

If managers find ways to carefully track worker satisfaction, for example through [internal surveys](https://www.quantumworkplace.com/future-of-work/employee-retention-survey), they may have a better chance of keeping employees engaged. Pulling back from work may be an employee’s way of “taking control and having boundaries,” if the expectation at their workplace is to “go above and beyond constantly,” Ashley Herd, a former employment attorney and human resources executive, [told CNN](https://www.cnn.com/2022/08/26/success/how-should-managers-handle-quiet-quitting/index.html). workers—measured by polling firm Gallup as the level of involvement and enthusiasm among employees in the workplace—dropped for the first time in a decade. A “hustle culture” mentality was normalized in part by hard-driving corporate leaders like Tesla CEO Elon Musk, [who once declared](https://twitter.com/elonmusk/status/1067173497909141504?ref_src=twsrc%5Etfw#:~:text=Elon%20Musk%20on%20Twitter%3A%20%22There,40%20hours%20a%20week%22%20%2F%20Twitter) “nobody ever changed the world on 40 hours a week.” It should also serve as a wake-up call for managers who assume their workers are as invested in the success of the organization as they are. When employees don’t feel cared for, they eventually stop caring, argues Adam Grant, an organizational psychologist at University of Pennsylvania’s Wharton School of Business. [tick up again in 2009](https://ourworldindata.org/working-more-than-ever). A September 2021 McKinsey study found employers Quiet quitters aren’t speaking out against the value of work altogether, but rather against managers who promote an unhealthy work-life balance. employees are actually quiet quitting, the trend is a reminder that workers are unlikely to extend themselves if their own workplace expectations don’t align with management’s vision. In recent weeks a new iteration of quitting has given managers another trend to fret about, though it doesn’t have anything to do with actually leaving a job. Employees who decide to quiet quit won’t leave their job, but may refrain from going the extra mile to avoid burning out, or decline to take on extra responsibilities until they’re paid more.

The viral trend of setting stricter boundaries and doing the bare minimum at work may not affect your mental health the way you think it will.

One thing is obvious: the way we work post-pandemic is changing and priorities have shifted. While quiet quitting may fend off the ill effects of stress, it’s not without its risks. Where mental health is concerned, she says quiet quitting can ensure our home and work lives aren’t blending into one, while acknowledging that you are more than your job title can be empowering. To put it simply, quiet quitting is about doing the bare minimum at work. The jury’s out. Conversations like these can prove difficult for the confrontation-averse. As quiet quitting is a relatively new term, there isn’t any specific research on it just yet. Likewise, for those who still have an interest in progressing in their careers. But a new phenomenon, called Quiet Quitting, is turning that idea on its head. Taylor suggests that the effectiveness of quiet quitting for health and well-being may come down to the individual. That might mean finishing work on time every day, always taking your lunch break, or turning down projects that are outside of your job spec. “As well as that, switching off from work for several hours at a time gives your brain a chance to process the events of the day and can help you to problem solve from different perspectives.”