Quiet Quitting Isn’t Real — Here’s Why

The pandemic threw the entire world into an uncomfortable and confusing new way of life. Some people experienced less work, or a new work environment, while others were laid off or fired from their work entirely. Work tasks scaled back as revenue was reduced, and many people that were not used to stillness had to make space to get cozy with it. 

When left to our own devices, given space to breathe and relax, we began to reassess our priorities. Noticing thought patterns, aspects of our lives that made us feel good, and our adjusted energetic ebbs and flows. And we began to crave more out of our lives. Opportunities to be with our families, time to spend outside in nature, a return to play throughout the day, investing more time into whole foods and kitchen prep. 

Those of you who have been asked to reach for the stars at work, who have been drawn to working over 40 hours a week on salary, or put in extra effort where it was not compensated may feel disproportionately taken advantage of in the workplace. This is especially true if your incredible work ethic has become the norm. The aftermath of the pandemic encouraged us to reassess our priorities and choose to only put in the effort that is contractually due by our initial job descriptions. 

What is “Quiet Quitting”?

“Quiet Quitting” is an alliterative term found widely on TikTok assigned to the idea that a worker quietly retracts any extra effort they have been putting into their jobs. The term was created to reflect when a person chooses to keep work at work – or within reasonable working hours and within the number of hours expected – and do only what has been contracted. In these scenarios, workers have chosen not to make their norm above and beyond what it should be, effectively establishing boundaries that will allow them to surprise and delight in the moments that their extra effort is added. 

A form of quiet quitting that many of us chose to engage in since 2020 is to simply put boundaries around work hours. With coworkers – digitally and in-person – it became more important to establish preferred forms of communication. This way, people are (largely) out of your personal texting or social media inboxes during off hours. Asking people to keep work communication within your project management platform or email setup was a small, but integral, step in breathing easier outside of work.

“Quiet Quitting” is not a new idea. The term itself was actually penned officially in 2009 by economist Mark Boldger. He discussed it during an economics symposium in Venezuela put on by Texas A&M. Before Boldger’s introduction of the term, it was a concept for decades, that otherwise would not have had a name. Its resurgence on TikTok has not been clearly traced back to Boldger’s definition.

Negative Connotations of “Quiet Quitting”

While employees can enjoy more balance in their lives by engaging in a “quiet quitting” practice of their own, employers and managers may not consider this a good thing. It is not in the best interest of the employer to have workers who are not consistently drawn to push forward, innovate with their ideas, or basically help them run a company without experiencing direct benefits. 

We can’t necessarily blame people with this perspective. Generation X and Millennials were raised with “above and beyond” attitudes. We were always scraping to be appreciated, working to ensure the happiness of others, and attaching our feelings of importance to outside objects and situations. It can be really difficult to feel as though the team you have built or the people you are working with are only as dedicated to your brand as their in-office hours and job descriptions allow.

But, for the most part, this perspective of “quiet quitting” being a negative thing stems from selfishness. C-Suite members want to meet internal goals that push their revenue and opportunities into new spaces. Owners that want to benefit financially and maintain their own, minimal schedule within the walls of the office. The only reason for anyone to be offended by workers that deserve higher wages fighting for their (earned and contracted) free hours, energy, and space to dedicate to other pursuits and goals is if they do not directly benefit from those boundaries. 

Take, for example, the Canadian businessman of Shark Tank fame, Kevin O’Leary. He recently went off about the term “quiet quitting,” shaming reasonable working people who were just trying to create a life outside of work. “If you’re a quiet quitter, you’re a loser,” he stated in a recent interview with CNBC. While we would like to keep in mind that he is unaware of the realities involved with this term, as he speaks from a detached billionaire’s perspective. But people that have that much money and so many resources at their fingertips should know better and do better. 

Worried About “Quiet Quitting” in Your Office?

Many CEOs and people in charge are in a bit of a panic about “quiet quitting” beginning to take a forefront in the conversation. “Quiet Quitting” just isn’t real in a literal sense. No one is actually quitting, they are just returning to their formal roles and keeping their energy focused in specific areas. It is important to invest time in researching its basis, and really understand the perspective of any employees who are limiting their commitment to an acceptable amount in the workspace. However, managing expectations in an environment you have a voice in can really help you understand how to treat your employees and reduce turnover. 

For those who aren’t familiar, turnover issues can cost a company a lot of money. Companies that hire HR experts to work short-term while they are in hiring mode lose out on that salary every time they have to add a job listing. If there is a benefits package payout or contractual obligation to a previous employee, it may overlap with new employee pay. Not to mention all of the energy allocated to each new hire as onboarding services and new employee learning curves. And U.S. employee turnover is estimated to jump 20% in 2022. It is much more cost-effective to work to retain employees and talent in your workspace.

Your job can indicate a lot about you, but it is not who you are. That is true even for an entrepreneurial spirit who has been at the helm of their brainchild for decades. People deserve time off. Examine your workplace rules and expectations, and be sure to communicate early and often with your employees about their needs. You can still build a strong team, regardless of your particular work environment.