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New name for a recurring issue
Like many of you, Quiet Quitting caught my attention and has had me intrigued since I first read about it a few weeks ago. At first, I wondered if employees were simply walking out of the workplace and into the sunset, with no notice and never to be heard from again.
But when I discovered it is team members doing only what was required in their job descriptions and nothing more, I realized it is a new term for recurring issues around engagement.
Yet, as I think more about it, quiet quitting is a bit different than simply decreased engagement. It puts power in the hands of the team member.
Typically, as engagement decreases for an employee, it feels like something that happens TO that person, and they suffer, many times in silence, feeling unmotivated, deflated and tired. For some, it gets so bad or goes on for so long that eventually they feel compelled to quit.
However, quiet quitting feels more like a choice an employee is making. “I’ll show them. This situation is untenable, but I can’t actually leave(for whatever reason) so I will quietly quit.” It enables the team members to feel more in control in a disengaged situation or provides an opportunity to rebalance power between them and the employer.
If you manage or lead people, take advantage of this new turn of phrase. You now have a handy moniker to use in your conversations with your team members. If they seem disengaged, ask them if they have quietly quit. Ask them what it means for them. Ask them if they WANT to feel this way or is there a way the two of you can create a more conducive environment for work to be inspiring, fun and meaningful.
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