Dear "Quiet Quitters" - Thank You for Your Honesty!

Dear "Quiet Quitters,"…. Thank you for your honesty! There are many opinions and explanations of why employees are coming out publicly through various social media platforms to express their lack of motivation and unwillingness to do more than the minimum job requirements. This outspoken bunch has baptized themselves as "Quiet Quitters." They are outing themselves to express their dissatisfaction with their work-life balance. They are defending their position with the argument that they are not trying to leave the job; they are trying to remove unrealistic expectations of what it is to be a productive and engaged employee. However, this is a familiar concept and not a novelty for companies.

Not a Novel Idea - Well, the TikTok version is!

Unfortunately, having some employees not doing more than the bare minimum is not a brand-new notion. But what is new is the desire from employees to be vocal about this behavior and use social media to broadcast this to the world. This new trend has allowed employees to express unhappiness about what they feel is an unfair trade. Of course, they want to stay employed. But they don't want to subscribe to the notion that to be considered a "good" employee, or an "engaged" team player, you must consistently go above and beyond the call of duty to impress superiors.

Trying to Find the Sweet Spot!

For many "Quiet Quitters," the hope is that this new "philosophy" will set the grounds for creating healthier work-life boundaries. There is a simple message behind their philosophy: No more picking up the phone after hours, volunteering for extra-curriculum activities, or extra shifts, not because they don't care about the company, but because they also need to take care of life at home. The new "Quiet Quitter" trend has sparked different emotions. Some are very supportive of this idea and applaud the audacity of these labor revolutionaries to speak up. But critics argued that this is just another excuse for lazy employees using the latest "a la mode" concept as a shield to defend their lack of engagement and self-motivation, wanting to stir up trouble and controversy.

The Majority are Hard-Working Employees!

The conventional thinking is that a "good" employee always tries to do more than what is in their job description. Good employees remain positive and supportive of the company's culture. When they have conflicting sentiments about their job requirements, they can communicate with their superiors to find solutions without making a TikTok video to air their grievances. Unfortunately, even excellent employees, when pressured to perform at unrealistic levels consistently, will feel discouraged and overwhelmed; most times, they don't have the confidence or rapport with management to have an honest conversation about this.

During the Pandemic and the "Great Resignation," employees who stayed behind carried the extra load while companies were trying to fill vacancies, only to train a new employee that did not last more than a couple of weeks, creating a vicious cycle of never-ending training. The lack of talent to fill new positions and the pressures to continue performing at a high level have taken a toll on good and loyal employees and their managers. To make matters worse, companies had always dealt with two groups of low-performing employees that, before the Pandemic, were hiding in plain sight.

"Habitual Coasters":

I suspect that some in this group have now adopted the label of "Quiet Quitters." I don't believe everyone under the Quiet Quitting umbrella is a "Habitual Coaster." I think that for a good number of "Quiet Quitters," their reasons for not wanting to go above and beyond is that they are exhausted. The Pandemic did a number on well-meaning employees who were doing so much to keep things running, and most times, only to realize that no one noticed, and at times, the credit went to someone else. "Habitual Coasters" were and still are a part of the daily life of companies. "Habitual Coasters" were not used to the extra pressures exacerbated by the Pandemic. The Pandemic forced them to do more; they had no place to hide and no extra help to come to save the day; they had to show up and perform.

Smoking Mirror Experts":

This group of underperformers specializes in "Talking the Talk" and showing off when the Manager is around. They sound like superstars when their superiors are there. They are typically well-spoken and can put on a good show, but the reality is that once the limelight is off, they go back to "Coasting." The Pandemic and staffing shortage forced them to do more; they had to show up and work because the ship had no more sailors. They had to help navigate the turbulent waters or sink. But these sailors were not used to rough seas.

You may ask how these two groups of underperforming employees can continue working. There are several explanations; one is that "Habitual Coasters" and "Smoking Mirror Experts" know how to play the game masterfully. Other reasons may be mismanagement or unhealthy company cultures. But unfortunately, even good managers and elite companies have employees like this in their teams. They are hard to expel because they do just enough to escape consequences. Removing these toxic groups takes a lot of work and energy, and companies are moving too quickly. Managers are too busy with the latest training, process innovations, and running day-to-day operations; this is how these two sets of low performers are still employed.

Learning to Live with Them!

The "Quiet Quitting" trend is probably here to stay; as per a recent Gallup poll, "Quiet quitters" make up at least 50% of the U.S. workforce — probably more," Is Quiet Quitting Real? (gallup.com). The result is alarming. Business Leaders need to use this information to make necessary adjustments. Let us be thankful to "Quiet Quitters" for the information they have shared. Leaders are getting this information straight from the source. Companies don't need to pay an expensive consultant to know that many in their workforce are disengaged and tired. The Pandemic was terrible on many fronts; it was not only a wake-up call on the fragility of life but also gave individuals time to reflect on work-life balance, and the "Quiet Quitting" philosophy directly results from this time of reflection.

Employees feel empowered to vocalize their sentiments against heavy workloads or unrealistic expectations because they have more options in today's labor market. They know they can leave and find another job fairly quickly. But beware, my "Quiet Quitter" friend, I admire your honesty, and as a leader, I thank you for it; but if you become a source of negativity in the workplace, your efforts to be a beacon for change will go unanswered. In addition, know that many companies will be very cautious about hiring a self-proclaimed "Quiet Quitter." Quiet Quitters" have highlighted this critical issue; they have made their point that the work-life balance needs recalibration! Employees need their downtime.

They need time to enjoy family and life outside work without the constant interruptions of emails and texts from the boss, and with that, I agree! But let's not take away from our excellent, hard-working employees who consistently go above and beyond. They show up ready to do what it takes and are not looking at the job description before they take on a new assignment. I have worked with many employees like this in my long career, but all start at the top.

Employees want to see their superiors working as hard or harder. Nothing inspires someone more than working for a flexible, caring leader who guides you with clarity and gives you a chance to say "No" when you are overwhelmed. An outstanding leader is there to support you and not to diminish you, ignore you, or clip your wings.