As one hears of Quiet Quitting in city after city across the globe, one wonders if it’s for real. Here are 3 workplace stories that prove it’s real.
“It just means not burning yourself out”: Real Stories Of Quiet Quitters
3 mins
A great number of people have been doing it before, but the real change now is not just of scale, but of the moral comfort with which it is done.
A survey on a leading job-support website that targeted 1000 working professionals threw up surprising results – that nearly 21% of the respondents were quiet quitters!
Gili Malinsky writes about 3 millennials, who could well be exemplars of the new phenomenon.
Interestingly, most silent quitters profiled, seem to have no qualms about it, and appear to see it as morally justifiable and merely a way of redrawing the boundaries.
Daniella Flores, who runs a blog as a ‘side-hustle’ says, “Our institutions need to take notice.” and “Why are we calling just doing your job quiet quitting?”
On the other hand, Maggie Perkins, a high-school teacher and ‘quiet quitter’ sees it as a ‘survival tactic’.
Clayton Farris, a freelance writer sees it as a ‘self-care tactic’.
While you can read the full story with the first-person accounts in the link below, it may be time that HR leaders and businesses in India read the writing in the wall – millennial morality and ethics work differently and what is seen as ‘loyalty’ in the old world is hardly seen by the new.
HUMAN FACTOR POINT OF VIEW
It depends upon what one defines as ‘quiet quitting’ – if it is performing lower than what you used to (which could be over-performing) or lower than what is expected, then it is merely achieving equilibrium for longevity, but if it is performing lower than what is needed by the job, it is a matter of ethical concern – besides being a breach of contract and a productivity risk. We firmly believe that this is something which can be easily pre-empted by a good AI-backed HR-tech platform with an early-warning-system. Any extreme dip in performance can be identified, especially when coupled with a sentiment dip (which also can be determined) – and can be addressed by any conscientiously developed HR process.
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