Quiet quitting is the practice of “acting your wage,” when a worker or employee doesn’t try to overwork and overachieve to get ahead in their career.
People’s physical and mental health were put in jeopardy by the pandemic. People were forced to reconsider life and the importance of their mental and physical health as a result of their emotional exhaustion, life’s uncertainty, and lack of social interaction.
Due to the pandemic, America and several other countries experienced a situation known as the “big quit” or “great resignation,” in which a large number of people left their jobs. Many of those who couldn’t quit their jobs for financial reasons began to practice “quiet quitting” for the reasons listed below:
1. Stagnation of wages: Inability to receive raises or increases in pay can lead people to practice quiet quitting. Workers who do not feel fairly compensated for their work may become disillusioned. Moreover, if they cannot afford to quit their current job, they start quiet quitting. Moreover, some people may find it difficult to afford the cost of living due to wage stagnation, and continuous inflation.
2. Hostile work environment: In toxic work culture, employees can become emotionally and mentally exhausted, which hinders their ability to successfully perform their duties. In a hostile work environment, people may decide to quiet quit if they feel mistreated by other coworkers or employers. Hostile work environments are those where employees are subjected to harassment, discrimination, or other forms of mistreatment, which may lead them to practice quiet quitting.
3. Lack of benefits: An absence of benefits may contribute to an individual start quiet quitting. Benefits such as health insurance, retirement plans, and paid time off are important to many workers, and a lack of these benefits can make a job less appealing.
4. Overwork: Overloading and overwork may contribute to employees practicing quiet quitting their jobs. Employees may become overwhelmed and burned out, if they are consistently given more work than they can reasonably handle, or if they are required to work long hours without adequate compensation, and time off. Due to all this, employee satisfaction can decrease, which can lead to quiet quitting.
5. Limited opportunities: People who experience a lack of growth and limited possibilities may adopt quiet quitting. Employees may grow disillusioned and look for work elsewhere, or they may quiet quit if they feel that their existing positions have reached a dead end and that there are no chances for advancement inside the company.
6. Inflexible remote work policies: Often, employees value the flexibility that remote work provides, and if they are unable to work remotely or if their remote work arrangements are inflexible, they may become dissatisfied and seek employment with more flexible work options, or they may decide to practice quiet quitting as they believe that their employers do not consider their preferences and choices.
7. Work-life balance: People may start quiet quitting if they feel that their job is taking up too much of their time and overlapping with their time, especially if they work remotely and feel that their employer or manager is interfering with their time for work or they are expected to work after office hours.
8. Management incompetence: When employees feel their managers are not supportive, fair, or competent, they may become dissatisfied and lose motivation. In addition, poor management can create a toxic work environment, which can further contribute to employees’ desire to start quiet quitting.
9. Personal reasons: Taking a break from work for personal reasons is quite common, for example taking care of a family member or taking a break to take care of both one’s mental and physical health can lead to a person to quiet quitting.
10. Discrimination: Partiality at work can cause people to quiet quit in their positions. Employees who believe they are being treated unfairly or discriminated against because of their ethnicity, gender, age, or religion, or who feel they are not being given the credit they deserve, then they will stop taking initiative. It’s challenging for individuals to feel respected and supported at work because of discrimination and bias.
11. Job dissatisfaction: If employees are dissatisfied with their job or the culture of their organization, many start to practice quiet quitting. Employee unhappiness may also be influenced by low compensation, a lack of job security, an unfavorable working environment, and boring or repetitive work.
End note
Quiet quitting is not good for any organization as it hinders productivity and growth. Attend the Compliance Prime webinar if you are a CEO, manager, HR professional, supervisor, or team leader who wants to learn how to deal with this quiet quitting problem. Our webinar will provide you with effective solutions on how to handle these situations and fix them.
