Quiet Quitting: The Great Resignation - Part II?

Since mid-2021, when organisational psychologist Dr Anthony Klotz coined the term, we have been discussing the so-called 'Great Resignation' and framing it as the biggest influence in change sweeping the workplace. However, another word is now creeping into mainstream vernacular, 'Quiet Quitting,' with the Wall St Journal, Guardian, SMH & NY Times all publishing articles examining the phenomenon within the last few weeks.

So, what exactly is it, and how enduring do we expect this influence to be?

The phrase has permeated outwards from popular Gen Z usage. It refers to the practice of finishing work on time, only completing tasks outlined in your job description, not responding to communication outside working hours and not putting your hand up for additional responsibilities unless it is directly reflected in a change in remuneration. Essentially, it is a rejection of the 'above and beyond' mentality long held up to be the way to succeed in a career and the celebration of the setting of strong boundaries between work and home life.

The phrase appears to have arisen from the similar concept of tang ping – a rebuffing of rigorous traditional Chinese work culture used by young people since early 2021. It's unclear how it evolved, but it certainly gained traction on TikTok, where popular videos using the #quietquitting hashtag have amassed tens of millions of views in the last couple of months.  

It would be tempting to view this as a generational difference, with the youngest segment of the workforce, Gen Z, having a different relationship with conventionally structured work life and hierarchical organisations. However, with increasing numbers of the 18 – 24 year old demographic choosing freelance and other non-traditional ways of working, the idea of 'staying late at the office' may seem as outdated as the concept of a regular paycheque.

However, ascribing a 'generational war' label to this concept flattens the issue and prevents a holistic look at changing workplace dynamics and broader issues. For example, a June 2022 Gallup poll examining the state of the global workplace showed that only 21% of employees described themselves as being engaged with their organisation, dropping to 17% in the ANZ region.  

Perhaps the bigger question is how much this is driven by post-Pandemic burnout. So many people did not or were unable to leave their jobs during the 'Great Resignation', opting for a form of compromise. We should also consider whether 'quiet quitting' represents a longer-term trend and shift in values. We have already seen the rise of people 'untethering their identity from their career' – an attitude particularly prominent in younger people. 'Quiet quitting' seems like the natural follow-on.  

Regardless, the most pressing issue for employers should be addressing the fact that a historically large proportion of the workforce feels unfulfilled and disengaged.

Katherine Underwood - Education Partnerships Manager

If you’d like help improving your employability offering or if you have any comments on this article or other ideas, we’d love to hear them. You can submit your comments below or contact: katherine.underwood@readygrad.com.au.