“Quiet Quitting” is the “Defund the Police” of Workforce Trends
“Quiet Quitting” is the “Defund the Police” of workforce behaviors. Horrible branding on a catch-all phrase with a wide spectrum of meaning.
My intuitive reaction to this trend was derogatory, so I educated myself. And after reading five articles, several definitions of this behavior emerged, often rose-colored. At best, “Quiet Quitting” equates to an ambition to set boundaries and treat work as a practical “work to live” pursuit. Employees work enough to meet expectations with a greater focus on the other pillars of life. For this side of the pendulum, may I suggest developing new branding? Something like “Quiet Contributing.”
At worst, the phrase syncs more with my dark intuitive thinking. Employees who take advantage of the hybrid work culture and do the least possible to receive a paycheck while underperforming expectations of the role — and not caring. For this side of the “Quiet Quitting” chasm, buckle up.
I see “Quiet Quitting” as a white collar and knowledge worker trend skewing younger. Fortunately, I’ve yet to see an article that discusses “Quiet Quitting” relating to doctors, dentists, teachers, construction workers, plumbers, police officers, firefighters, EMS, landscapers, musicians, and other blue-collar professions. It is hard to imagine.
No, “Quiet Quitting” is reserved for the Zombie Apocalypse’s first wave of victims — screen-first knowledge workers.
So I ask myself, If a client came to me with a “Quiet Quitting” problem. How would I solve it?
First, I would define the term and the problem. Second, I would segment the degree of disenfranchisement within the ranks and try to discover root causes. Third, I would work with HR to develop research-driven solutions for the least checked-out segments. And finally, I would recommend alternative resolutions for the other groups. These recommendations would suck. For example, one solution would involve employee time and digital tracking. Additionally, I may propose aggressive automation and outsourcing strategies with employee dismissals.
I do not believe the talent in India, the Philippines, and other offshore options are “Quiet Quitting.” Additionally, corporations are learning a perk to remote work, that it has never been simpler to offshore quality professional talent at half the cost. If anything, the “Quiet Quitting” trend will accelerate offshoring for knowledge workers and the adoption of tracking software.
I am empathetic to workers who are experiencing toxic situations in their careers. But I believe there are better avenues to handle disenfranchisement without harming your brand and credibility. For example, as a devotee of radical accountability, own the situation, self-assess, adjust, or move on.
And finally, I’ve lived through several terrible job markets, and I promise this workplace demeanor won’t age well. So don’t be the poster child.
