There have been some phrases created through the last 2 years relating to the workforce.
We of course know “The Great Resignation” there is also “quiet quitting”.
is defined as: people who don’t leave their job but instead reject the idea of doing anything above and beyond in the workplace so they can focus on life beyond work.
They no longer subscribe to the “hustle” culture: this is more of a mindset change to lighten your workload (mentally and physically).
Now personally I don’t think this is a new phenomenon, let’s hark back to the greatest story ever told where even God needed a break on the seventh day…
“It’s not my job” is an age-old phrase which I am sure we have all heard in the workplace.
“Work smarter not harder” has been around for decades: this is just a different vibe for an existing issue.
Quiet quitting may just be another term for good old engagement! It definitely has a lot to do with workplace culture.
Tips for the Quiet Quitter:
- If you only want to do the basics, then make sure you do the basics very well.
- Be open with your boss / employer – make it very clear of your wants and needs and what their expectations are.
But…. Here is where I may cause a little of controversy:
- Don’t expect a promotion if you don’t or aren’t willing to go above and beyond
- Don’t expect a payrise or the bonus for exceeding targets
- Teamwork makes the dreamwork: do what you need but don’t let your colleagues down – if you do someone else will have to pick up the slack, if this happens be prepared to be ostracised.
- Choose an organisation that will support what you want from the work and life integration.
Tips for the employer / leader of the Quiet Quitter:
Managers are crucial and managing people is a critical aspect of dis-engagement.
We all know as employers we need to be flexible and provide working conditions that enable and promote flexibility.
Know your team member – know what motivates them, what they will do versus what they won’t do.
If a big project or team-based task is pending, select the right team to get it done, be very clear about performance metrics and deadlines.
Know what challenges the team are facing and what support you can offer.
Employers do however need reliable dependable people to get a job done – so set achievable goals.
A team of high-performers causes as many headaches as a team of non-performers – treat the quiet quitters with respect but ensure their work is completed in line with the Position Description and responsibilities they have signed up for contractually.
Acknowledge the fact that a rested happy employee is more productive.
The future of the Quiet Quitter:
This is where it gets interesting.
I don’t have a crystal ball, but the current labour shortages will not continue – the market will change, and the pendulum will swing back in favour of the employer. This is when those who have chosen not to go above and beyond may come a little unstuck… there may be an increase in performance improvement plans – the quiet quitter may indeed have to do more work or move on.
When looking for a new job and you mention you only want to clock in and out, do your job and go home… this may well go against you if you are up against a high performer who is willing to go above and beyond.
My biggest tip:
Don’t be quiet! Have a two-way conversation about expectations, goals and productivity and make this a regular occurrence. Check out MyEmployeeLife™ if you need help.
If both employer and employee have the knowledge and understanding of what is expected, then this is the best way to keep everyone happy and productive.
STEPHEN CUSHION
General Manager – Consulting
Stephen joined Optimum in 2015 as the General Manager of the Consulting practice based in Brisbane. Stephen brought with him vast experience across HR consulting and executive recruitment, having previously worked for a global top tier talent management organisation and market leading companies.
Stephen has worked in the UK, Middle East and AsiaPac and adopts a solutions orientated, individual approach to all clients. He is dedicated to the development of the Consulting Practice nationally as well as providing quality delivery of projects.
