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The trend, which came out of TikTok to the “mouths of the world”, is causing concern to employers and generating more and more controversy. But what is Quiet Quitting? How can organizations respond to this phenomenon? Applying an Employer Branding strategy can avoid it? In this article, we explore all the details of this buzz word and talk about: The concept of Quiet Quitting The possible causes of this phenomenon Effects on the job market Employer Branding as a preventive measure What is Quiet Quitting? Although the literal translation is “passive dismissal”, Quiet Quitting is not about employees who abandon their duties. The concept is defined as fulfilling only one’s function, within contractual working hours. Quiet quitters continue to fulfill their role and the tasks assigned to them, but they are less willing to put in additional efforts and work overtime.
From a psychological point of view, the employee invests effort in his/her function, breaking (or not establishing) the commitment that would be expected with the organization. It is true that there have always been quiet quitters in companies, all over the world. But a wave of publications by dissatisfied employees on social media considerably Lebanon WhatsApp Number Data increased adherence to quiet quitting. It became fashionable to be a quiet quitter, and thus a trend was born. The border between fulfilling the essentials of the function and not being productive is very tenuous and, therefore, a huge controversy has been generated around this topic. After all, how do you explain Quiet Quitting? Quiet Quitting: what are the causes of this phenomenon? With the boom in information surrounding this trend, various causes and different streams of supporters also appear.
Some theories associate Quiet Quitting with the younger generations and low commitment, based on fashion or personality traits typical of Generation Z. Young people in this generation, born between 1990 and 2010, are more used to instantaneity and seek out new experiences of steadily. Therefore, they do not stay in the same job for a long time. Others, in contrast, associate Quiet Quitting with toxic work environments and high psychosocial risks in the ATB Directory organization. They see it as a response to job insecurity. In this case, it is as if the employee quits his job – a “stop wearing his shirt”. Based on an adverse situation and as a means of protection. Between these two extremes is the more thoughtful view, which advocates a better balance between. Work and personal life, with defined boundaries and without giving in to excesses.
