By now, you’ve read all the headlines and heard the scuttle on quiet quitting. But quiet quitting is not actually quitting. Quiet quitting is not leaving a job. It’s when an employee is still working but has cut back or maybe is slacking at work or just doing the bare minimum, and they’re certainly not going the extra mile. Or, as we have read, “setting stricter boundaries for themselves.”
Is quiet quitting the savior to prevent burnout? Expert Amelia Nagoski says, “I expect quiet quitting can be part of a lifestyle to prevent burnout or help someone recover from burnout.” Quiet quitting is employees’ need and desire for a better work-life balance.
Quiet quitting has been described as you’re still completing your tasks, but you’re no longer subscribing to the hustle of culture mentality that work is life. Employees are still working but doing the bare minimum rather than exceeding their goals and expectations. There is not much interest in working on standing out and taking on extra projects. People want to re-prioritize their priorities. And at this time, they’re outside of work priorities.
Managers must be better and step up to help engage employees and have hard conversations to help team members reengage and avoid burnout. Help create an environment of collaboration and how each person on the team plays a vital role. According to a Gallup study, successful managers’ best requirement and habit are to have at least one meaningful conversation per week with each team member.
Quiet quitting could have positive effects. Team members could be more refreshed and may spend the hours they are working more efficiently. Find out in our blog how you can help prevent your team from burnout.
