“I call it a day; see you tomorrow”.
“It’s only 5:30, Paul. Aren’t you waiting for a phone call from Ms Willers”?
“She said at five; it’s 5:30.”
In a soft voice, Rosie asked, “Are you a quiet quitter, Paul”?
Quiet quitting is one of the 2022 buzz phrases that have varied meanings. It can refer to doing what you are only paid for (i.e. what is stated in your job description) and not “going and beyond” in favour of work-life balance. It can include losing motivation due to work dissatisfaction. It can be a minimum performance as there’s no ambition for career advancement. It can be a strategy to get retrenched and be eligible for unemployment benefits. (In France, those who resign can only receive unemployment payments if the official employment committee approves their substantive career change plan).
Quiet quitting has attracted supporters from the proponents of better work-life balance, principally citing the prevention of burnout and mental illness. However, it can have adverse effects. It can cause disengagement and loss of pride in what you do. It can create a negative work atmosphere; imagine having colleagues who work less for the same salary as yours. Then, there’ll be a domino effect – others will practise quiet quitting too. Consequently, there’ll be less productivity, less clientele, less job, more competition, more pressure, and so on. There are occupations, such as in the medical field, when quiet quitting doesn’t work at all.
You can emotionally invest at work without sacrificing your personal life by maintaining healthy boundaries between them. There’s no need for quiet quitting. There must be open communication between company management and employees. Listening to the personnel’s views and opinions, regardless of their position in the organisation, is inclusion and respect, leading to a feeling of belongingness, loyalty, and productivity.
The opposite of quiet quitting is quiet firing. Quiet firing is when a management fashions work conditions that cause an employee to resign. These include non-invitation to staff meetings and functions, deprivation of promotion and salary increase, overloading with urgent work, and non-allocation of tasks. This is a non-confrontational approach to force employees to leave the company without disbursing severance pay. Like quiet quitting, it has its downsides; it builds a toxic work environment.
Our triumph should not be someone’s defeat or misery. However difficult the situation is, the best result is always obtained with the least conflict. Thus, we should go for a “win-win” rather than a “winner takes it all” mentality.
By the way, as promised in my previous blog, here are the things I have already prepared as Christmas presents — books, a hand-written and framed short story, and a photo album. Food hampers and fruit baskets are also on my list.