Quiet quitting. Resignation from work or exhaustion?

What is quiet quitting?

In the wave of changes taking place in the labor market, a new trend called “quiet quitting” has emerged in recent years. Quiet quitting is when employees perform only the necessary duties - without additional effort, enthusiasm or dedication. Contrary to what the name may suggest, it does not mean literally quitting a job. Such employees still remain in their positions, but deliberately decline to undertake supplementary activities, such as overtime, coming to work early, or attending non-mandatory meetings.

In a September 2022 Harvard Business Review article, professors Anthony C. Klotz and Mark C. Bolino point out that quiet quitting practitioners still accomplish their primary tasks, but avoid all forms of “‘civic behavior’ at work.” This approach is a form of protest or defense against job burnout - one where employees try to balance their work and personal lives by limiting their involvement to the bare minimum[1].

What's more notable is that this is apparently a widespread phenomenon. Gallup's “State of the Global Workplace 2023 Report” states that quiet quitting affects 59% of workers worldwide[2].

If this data is to be believed, a question arises: if more than half of us take this approach in our workplace, is it not the remaining, work-engaged 41%, who should be considered a bizarre phenomenon?

Origins of quiet quitting

The concept of quiet quitting gained prominence in the context of the COVID-19 pandemic, when many employees experienced job burnout, fatigue and a lack of work-life balance. During this period, remote work became the norm, providing greater flexibility on the one hand, and on the other, blurring the lines between work and leisure time. Employees began to see that their efforts did not always translate into promotion or recognition - which led to frustration and a sense that their commitment was not being appreciated.

Quiet quitting is, so to speak, an informal response to such working conditions. It is a form of passive resistance, an expression of reluctance to work beyond standard duties with no extra pay or benefits. In this way, employees seek to regain control of their time and energy, laying greater emphasis on their personal lives and mental health.

Why do we opt for quiet quitting?

Employees choose to quietly quitting for a variety of reasons, often viewing this approach as a way to cope with challenges in the workplace. One of the main factors is lack of appreciation - people who do not feel adequately rewarded for their efforts gradually withdraw from additional duties, especially when they do not bring any benefits, either financial or emotional.

Another reason is dissatisfaction with working conditions. Low pay, lack of career prospects or a toxic work environment can lead to mental distancing from duties. Employees in such conditions may feel compelled to minimize their involvement as a form of protection against further burnout.

Occupational burnout

Undoubtedly, there is another phenomenon that can affect our approach to our duties - occupational burnout.

A 2023 Future Forum study found that occupational burnout is a problem that globally affects 42% of workers[2].

The term “occupational burnout” was introduced by the American psychiatrist Herbert Freudenberger, who described it as a decline in energy caused by an excess of responsibilities and an overload of problems at work. Researchers Ayala Pines and Elliot Aronson added that burnout is a state of emotional, mental and physical exhaustion resulting from prolonged involvement in emotionally taxing situations. Wilmar Schaufeli, on the other hand, believes that burnout is a negative, chronic condition that develops gradually in healthy people, leading to exhaustion, reduced motivation and dysfunctional attitudes toward work[4].

Quiet quitting and the benefits and ramifications for an employee

Quiet quitting can bring some benefits to employees, but it also comes with serious consequences.

• Regaining work-life balance: In choosing quiet quitting, employees can better manage their time and energy, which has a positive impact on their mental and physical health. Reducing excessive work commitments allows them to focus on other important aspects of life, such as family, passions and self-development, which can lead to a greater sense of fulfillment and harmony.
• Increased life satisfaction: Less involvement in work opens up space for the pursuit of personal goals and interests, which are often neglected in an intense work environment. This allows employees to experience greater life satisfaction, which promotes their overall well-being and motivation to take care of their needs.

• Career stagnation: Reducing work activity and giving up additional responsibilities sometimes results in a lack of career progress. Employees who show less commitment may miss out on promotions, raises or participation in key projects. In the long run, this will have a negative impact on their professional standing and opportunities for advancement.
• Loss of trust on the part of the employer: An employee's diminished commitment may be perceived by the employer, which may undermine mutual trust and deteriorate team relations. The employer may begin to perceive such an employee as a less valuable member of the team, which in turn may lead to reduced development opportunities and perhaps even the risk of dismissal.

Silent crisis in the workplace

There is no doubt that quiet quitting has a significant impact not only on the employee himself, but also on the organization where he is employed, challenging them to keep their staff motivated and productive.

When employees begin to keep their engagement to a minimum, the effectiveness of teams can deteriorate, negatively affecting the company's bottom line in the long run. As such behavior becomes more common, organizational culture can begin to erode. Decreased team morale, poorer collaboration and lack of innovation are just some of the consequences that can occur as more and more employees withdraw from full engagement.

Consequences for organizations

Companies that miss the signs of employees quietly leaving risk losing key team members. Ignoring this problem can lead to increased turnover, which in turn generates additional costs for recruiting and training new employees. In the long run, organizations may also lose their competitiveness in the market if they fail to effectively motivate employees. Quiet quitting can be a symptom of a company's inability to offer attractive working conditions, causing talented individuals to seek employment in more favorable environments.

Employer vs. quiet quitting

Faced with the scale of quiet quitting and the consequences behind it, a question seems to come to mind: is there anything employers can do about it?

The answer is yes, but the countermeasures are not among the easiest.

In order to effectively counter the spreading wave of silent departures, organizations must implement proactive strategies to improve working conditions and strengthen relationships with employees. A key step is to create a culture of appreciation in which employee engagement is regularly rewarded and recognized. This ensures that employees have a sense of purpose for their efforts and recognize the importance of their role in the organization[5].

Work-life balance and professional development

Another important strategy is to introduce flexible work arrangements, such as remote work options or flexible working hours, which allow employees to better balance work-life responsibilities. Such a step can effectively prevent job burnout, which often leads to quitting.

Organizations should also invest in the professional development of their employees, offering a variety of promotion opportunities, training and coaching. Employees who perceive real opportunities for development are more likely to be actively engaged in their duties.

Another key element is building a healthy organizational culture based on cooperation, transparency and mutual respect. Such a culture is conducive to maintaining high levels of motivation and commitment within the team.

Finally, in order to effectively monitor employee satisfaction and respond quickly to potential problems, organizations should also regularly conduct satisfaction surveys and individual interviews with employees. In this way, they can detect early signals that may lead to quiet quitting, and take appropriate action before the problem gets serious.

Sources:

1. “When Quiet Quitting Is Worse Than the Real Thing”, Harvard Business Review, 2022

2. “State of the Global Workplace”, Gallup, 2023

3. „Future Forum Pulse”, Future Forum, 2023

4. „Syndrom wypalenia zawodowego – objawy, przyczyny, leczenie, skutki”, Centrum Dobrej Terapii, 2022

5. „Quiet quitting: wszystko, co musisz wiedzieć o cichej rezygnacji”, Kariera w Finansach, 2023