Article by Cate Murden, CEO and Founder, PUSH
But cue the internet doing its thing, and in under 10 seconds, there were 500 definitions (and 10 times as many headlines) on our latest phrase du jour.
We’ve gone through three years of having new, quippy language being thrust into our lexicon (please join me in a collective shudder at “Eat Out to Help Out”), so let’s just cut through the quip…
What does “Quiet Quitting” actually mean? Why are people doing it? And what’s the silver bullet that’s going to solve this problem?
“You’re not outright quitting your job, but you’re quitting the idea of going above and beyond…”
These words from the now viral video of @zkchillin have been interpreted in many ways by different people: “Doing the bare minimum”, “Rejecting hustle culture”, “No longer doing 100%”, to name a few.
However, IMO, the definition doesn’t matter. In whatever form, it’s a reaction to something bigger…why are people really doing it?
Let’s be clear – this isn’t just a faddy TikTok trend.
Combine the two and you get mass disengagement (or as it’s now known “Quiet Quitting”).
(There are few silver bullets in life. But this might be one of them…)
The main antidote to Quiet Quitting is connection.
You see, connection levels in the workplace have done a majestic bellyflop, and whilst it hasn’t been inconspicuous, it has still been largely ignored.
Feeling disconnected increases burnout, lowers engagement and productivity levels and as a consequence, we’re seeing trends like “The Great Resignation” and now “Quiet Quitting” emerge.
It is important to support your employees and the fundamental role of Human Resources must evolve – to free up time spent on administrative tasks and allow a more of a focus on strategies that will bring real value to an organisation.
Young workers can be seduced by the mission of the organisation they work for, if they can find meaning in it and see their chance to contribute. Apprenticeships, the chance to develop skills, clear development paths within the company or the group – these are also important for companies that wish to retain as well as motivate talent.
Gone are the days when table football, a game console or free drinks in the break room were enough to attract, motivate and retain employees. Gen Z asks (wrongly or rightly?) that employers provide them with both a living, comfort AND meaning.
Until the lack of connection is dealt with, there’ll be more.
I don’t know about you, but I’d quite like “Quiet Quitting” to lead to real, meaningful change. So, here’s a great starter for ten when it comes to cultivating connections in your company. Can your people:
Here’s the thing. Connection isn’t one of those “you’ve either got it or you haven’t” kinds of things. There’s so much you can proactively put in place to help your employees find the connection, meaning and purpose they need to feel engaged at work. That benefits them and you.
Cate is the Founder and CEO of PUSH, which she started following a successful career as a partner for a global media company. She created PUSH with a belief that if people are happy and healthy, they work better and are more resilient to whatever is thrown at them. Since founding PUSH, Cate has built a hand-picked team of world-class experts to help develop individuals and teams, truly transforming how businesses work whilst enhancing their productivity.
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