Tag Archives: workplace

Quiet quitting and quiet firing aren’t the solutions

“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.

Succeeding in a multidisciplinary workplace

My Aussie relative, a business and marketing professional by training and experience, asked recently my significant other how he could succeed in his new job working with engineers. As an engineer, he answered: “Those who have chosen technical studies/professions are more project/object-oriented than those who work in the arts/humanities/social/business fields. Often, but not always, technical people are not at ease communicating, are more or less introverted, and do not like human interaction too much. But, one should not generalise”. He advised him to “get quickly to speed on technical knowledge because “E/engineers” do not like to waste their time with those who are unfamiliar with what they do.

Is it true that engineers are experts in their field of interest, and that’s it? Articles on this subject agree with my significant other. They are good critical thinkers but often lack communication and interpersonal skills, which are generally possessed by those in the social sciences. It’s not their fault; it can be attributed to the lack of importance given to these soft skills during their engineering education. So, what will you do if you belong to the humanities/social science domain and have to work with those in the other group or vice versa?

Does the stereotyping of professions help?

Stereotyping is a cognitive process that involves associating a character trait with a group of individuals. It is about making sense of the insufficient knowledge we have about people based on what we have read, heard or seen.  For instance, artists are free-spirited, intelligent, passionate, and un-pragmatic. Bankers are super rich and do not like paying taxes. Businesspeople are charismatic but ruthless when it comes to sales and profit. Public servants are cool because of their job security. Programmers and IT personnel wear eyeglasses and are poorly dressed.  Scientists are like Albert Einstein; they are brilliant but lack social and practical skills.

Personality experts and psychologists tell us that we use stereotypes to deal with situations without much thinking and to fit our social world, such as when we meet or work with a new person. Not all stereotypes are harmful, but they are always an incomplete picture of reality. Therefore, it should be taken with a grain of salt. (The same as “a pinch of salt” – accepting it with scepticism about its truth).

When you regard colleagues solely by the stereotype attached to their professions, you defraud them of other aspects of their individuality. Whatever profession you have and that of your workmates, what is needed is to supplant stereotype with a sense of conscientiousness. Psychology Today has this to say about conscientiousness: “comprises self-control, industriousness, responsibility, and reliability. A conscientious person is good at self-regulation and impulse control. This trait influences whether you will set and keep long-range goals, deliberate over choices, behave cautiously or impulsively, and take obligations to others seriously”. (https://www.psychologytoday.com/us/basics/conscientiousness seen on 28/02/21). The article further says that consciousness is not only an essential ingredient for success in the workplace, but it is also a significant predictor of health, well-being, and longevity.

Conscientiousness, however, is just one part of our overall personality. Irrespective of our occupation, we should have a positive attitude, self-confidence, humility, and self-awareness (knowing our strengths and weaknesses).