Written by Brian Skory, Tech Talent Specialist of Stout Systems
Most of us have heard about “quiet quitting.” For a variety of reasons, a person will resign themselves to performing the bare minimum required to maintain their employment with a company. They are not engaged, nor are they vocal in expressing their dissatisfaction. They are somewhere in the middle, doing the minimum required of them but psychologically detached from their job.
According to the Gallup organization, "’Quiet quitters’ make up at least 50% of the U.S. workforce -- probably more.”
There’s a whole spectrum of reasons behind “quiet quitting.” Some employees are trying to escape the “grind culture” and to establish a more sane work-life balance. Other employees have simply become disillusioned with their job, their boss or their company. Feeling powerless to change the situation, they have opted instead to stay with the company but fly under the radar while doing as little as necessary to maintain their job.
What are the risks of quiet quitting? Some say there are none since we are currently experiencing a very tight labor market and there are more jobs than employees to fill them. But is quiet-quitting really the best strategy?
We spend approximately a third of our lives in bed, so it only seems reasonable that we should ensure that we have a high quality and comfortable mattress. With a third of our lives spent at work, shouldn’t we similarly do everything we can to make sure that our job is at least a comfortable fit?
But even that point aside, there is an additional risk to quiet-quitting. Google has engaged in a practice called “quiet hiring.” According to Inc.com, quiet-hiring means honing in on employees who are already going above and beyond, perhaps even taking on additional responsibilities that prove they have what it takes to excel in a given role. Additionally, it is incorporating recruiting practices that help ensure that new hires are of a similar mindset. And it is these employees who are more likely to receive the raises and promotions. The more companies that begin embracing quiet-hiring (and by all indications, more and more companies are adopting this practice) then isn’t it more likely that “quiet quitters” won’t be able to hold on to their jobs?
Perhaps a better question to ask is, “Why would a quiet quitter want to hang on to their job in the first place with so many great opportunities out there?” Isn’t that a bit like continuing to sleep on an uncomfortable mattress when there are much better options available? Yes, there’s some effort involved in getting a new job (looking for and finding those opportunities, updating your resume, preparing for interviews, etc.). But that’s where a good recruiter can help make the process far easier. We do all of those things all the time with our candidates. We even offer free monthly Webinars on topics such as resume writing, interviewing techniques, and career moves.
So if you’ve “quiet quit” your job, let us help you get yourself into a better situation. You’re kind of on your own for your mattress, although I can highly recommend the Sleep Number Bed (my number’s 37).
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Stout Systems is the software consulting and staffing company Fueled by the Most Powerful Technology Available: Human Intelligence®. We were founded in 1993 and are based in Ann Arbor, Michigan. We have clients across the U.S. in domains including engineering, scientific, manufacturing, education, marketing, entertainment, small business and robotics. We provide expert level software, Web and embedded systems development consulting and staffing services along with direct-hire technical recruiting and placements.
Oldest comments (1)
Good thoughts. Thanks for sharing!