I keep hearing about a phenomenon called quiet quitting. It’s not a new thing, but perhaps its popularity is. I’ve seen more videos recommending it than ever. And over the years, I’ve seen people that are doing it. However, since I have yet to see a video or article about the negatives of quiet-quitting, I decided to buck the trend and explain why you shouldn’t participate in this trend, even if many people are doing it.
Quiet quitting is when an employee doesn’t leave their job but instead performs the minimum amount of work they think they can get away with, or maybe even less. The rationale for doing this varies. Potential reasons include:
- Feeling wronged by an employer.
- Lamenting inadequate compensation.
- Disliking the company culture.
- Wanting to do something different.
But the result in all cases is apathy to perform well or work hard. While quiet-quitting might seem like a way to escape your stresses or feel better about your situation in the short term, it has many negative long-term consequences. So let’s investigate why you should find a different path.
Negative Consequences
It can harm your reputation. People notice when you stop performing. Your coworkers notice. Your boss notices. Your lack of performance may affect the bottom line so much top-level management notices. In addition, your lack of performance affects others around you. They may have to work harder or suffer a loss of reputation also. As a result, you are less likely to get good recommendations for future projects or new job opportunities. In addition, coworkers may be less likely to aid you when you need help at work or in your personal life.
Coasting in low gear affects your performance and your skillset. The longer you quiet-quit, the more your skills dull and stale. How will you respond when a potential new employer asks you what you accomplished in your last role? And will your coworkers and managers back up the story you provide? By quiet-quitting, you are putting yourself in a weaker position to better your situation if you get let go or decide to try moving on to something different.
Lastly, quit-quitting erodes your self-esteem. You may feel justified by rationalizing your actions or identifying your behavior. But you can’t fool yourself at your core, not really. Your eroded sense of integrity and lower bar for success will have a tangible impact on your future success, whether you want to acknowledge it or not. You will suffer psychological consequences such as a perceived lower self-value or a loss of integrity.
In conclusion, while it may seem easy to quiet-quit, the consequences are significant. It’s a given you must make a healthy work-life balance and not let yourself be taken advantage of at work. However, we should give an honest day’s work, try to perform our best, and push the boundaries of what’s possible for our company and selves. Your integrity will reward you with better relationships, skills, valuable experience, and self-confidence. These things sound more like happiness to me than the alternative.
If you’re struggling with low job satisfaction, do something constructive to improve your situation. Take ownership of the problem instead of looking for ways to blame others. Identify things you can change for a more positive outcome.
Positive Alternatives To Quiet-Quitting
Sometimes our struggles are mainly mental. For example, I’ve increased my job satisfaction several times by resetting my expectations or thinking about my job differently. Making complete and nonbiased observations help me identify real problems. Focusing on the positive aspects of my situation allows me to realize when I’ve blown my concerns out of proportion. It can lead to an epiphany about what I can change to solve issues.
Talk with others about their job and how they deal with feelings of stagnation, poor treatment, or whatever else you’re concerned about. Their ideas and stories may help you make sense of your situation. Be careful not to turn this into a complain-session. Extreme or personal criticisms or expressions of frustration may splash back on you. Keep what you say as constructive as possible.
Talking with your manager may help. Hopefully, you’ve invested the time to create a relationship of trust with your manager and can have an honest, constructive, and non-confrontational meeting with them. Of course, you may have a limited latitude of change. Still, if you’re a productive employee and have developed valuable skills, your manager will be eager to keep you on the team and help you find a way to maximize your contribution. I have been discouraged and pleasantly surprised after meeting with my manager about this topic on separate occasions. The latter is so rewarding, but you will only experience it if you try.
Still, there are times when your job could be a healthier fit. If negative issues you cannot control overshadow things you can control or learn, your best action might be to find something different. Do so in a constructive, positive, and professional manner. Good luck, and I hope you have the good fortune of working with many responsible coworkers that espouse personal responsibility and integrity.