Quiet quitting does not actually involve quitting. Instead, it has been deemed a response to hustle culture and burnout; employees are "quitting" going above and beyond and declining to do tasks they are not being paid for. The phrase is generating millions of views on TikTok as some young professionals reject the idea of going above and beyond in their careers, labeling their lesser enthusiasm a form of “quitting.”
The quiet quitting phenomenon can be seen as building off the Great Resignation, itself motivated partly by underlying issues brought to light by the COVID-19 pandemic. The causes for both the Great Resignation and quiet quitting are often cited as job dissatisfaction, stagnant and low wages even as inflation climbs and the cost of living rises, feeling unappreciated at work, lack of opportunities for career advancement, desiring a better work-life balance and more control over schedules and overall burnout.
How can businesses stop quiet quitting? Overall, the biggest thing employers can do to fight quiet quitting is address the issues that have led to this in the first place. From finding ways to make employees feel valued, respected and appreciated to allowing for an appropriate level of work-life balance. From trying to find ways to advance their career and provide clear steps to do this. From providing benefits like sick days and vacation days, to not expecting employees to step up and take on additional responsibilities without a raise, compensation or overtime.
If you are an employer looking to address this phenomenon, this is as good a time as any to update your employment policies and procedures with this in mind and the attorneys at Outside Legal Counsel LLP can help doing so.
This is not legal advice and is attorney advertising.
Disclaimer: Nothing on this website is or should be construed as legal advice. An attorney-client relationship does not exist with our firm unless a signed retainer agreement is executed, and we do not offer legal advice through this site or any of the content located on it. For legal advice for your particular circumstances, please contact us directly.