What’s the real cause behind the wave of ‘quiet quitting’?
What’s the real cause behind the wave of ‘quiet quitting’?
Media have jumped onto a TikTok clip which has gone viral, resonating with workforces globally. At a time. “You’re not outright quitting your job, but you’re quitting the idea of going above and beyond,” says user @zkchillin.
“You’re still performing your duties, but you’re no longer subscribing to the hustle-culture mentality that work has to be your life; the reality is it’s not, and your worth as a person is not defined by your labour.”
Not quite quitting
Worries about finances due to the cost-of-living crisis is a factor in declining productivity — staff are thinking more about what they are and aren’t being paid to do.
A survey of 2,200 UK employees by Champion Health, the global wellbeing platform, has suggested that financial pressure is now the highest cause of stress. 71% of UK professionals, says the research, are experiencing moderate to high levels of stress.
The main cause though, argues Anthony Klotz, associate professor at University of College London’s School of Management, is people trying to avoid burnout. “Quiet quitting is effectively redrawing boundaries back to the job description so that people aren’t thinking about work 24/7. Instead, they’re dedicating time and energy to other elements of their lives that are more meaningful, leading to im-proved wellbeing.”
Quietly belong
EAPA UK chair Eugene Farrell said: “Quiet quitting is a wellbeing issue, a psychological one in particular. The result of years of different stresses and strains that have yet to ease, meaning employees are more questioning of what’s being expected of them and the impact that’s having on their health. What matters most? Career progress or health?
“The solution has to be around the feelings of belonging. Quiet quitting happens because of disen-gagement, a weakening in the sense of community, of people all working together and supporting each other — of the employer having their best interests at heart.
“An EAP and its professional services need to be front and centre of HR’s response. Making sure every-one feels supported, part of something, always able to talk about worries like their finances and be listened to.”