What is Quiet Quitting, and Why Should You Care?

Disclaimer: This article should not be considered to be legal advice, and altHR is not liable for any actions taken based on this article.

Quiet Quitting is a buzzword that has grown in popularity over the past couple of months or so. You might’ve come across it used on LinkedIn, or even on other social media platforms such as Facebook and TikTok. 

But what exactly is all the hype about? What does Quiet Quitting even mean? And more importantly, why should employers and HR managers — such as yourself — even care? 

What is Quiet Quitting?

Quiet Quitting essentially refers to a practice where employees do the bare minimum at work, refusing to go above and beyond their job scopes. This is commonly driven by the sentiment that work-life balance should be prioritised, with the trend arguably rising in popularity due to the pandemic over the past couple of years. 

Despite the wording used, Quiet Quitting doesn’t actually involve any employees quitting their jobs, or terminating their employment in any form or manner. Instead, Quiet Quitting is actually part of an overall desire to simply avoid doing work that would be considered extra — be it overtime, or outside job scopes. 

Is Quiet Quitting a bad thing?

There isn’t a one-size-fits-all answer for this question. The practice of Quiet Quitting can vary greatly from individual to individual, and while there are benefits to ensuring a healthy work-life balance and remuneration of employees for work completed, there are downsides to the practice. 

For example, quiet quitting is said to reduce — or even eliminate — a certain amount of connection employees have with their work. While it’s still possible to maintain a health work-life balance and productivity at work, the mentality behind Quiet Quitting can arguably have detrimental effects on the achievement of business objectives. 

Additionally, Quiet Quitting can even hinder the building of interpersonal relationships between co-works (since everyone is only focused on completing their to-do lists). This can even result in employees working in silo — rather than in collaboration — with the team not considering their responsibilities on a macro level. 

Think about it this way: if an employee simply turns up for work, completes the absolute minimum, and refuses to take on any additional responsibilities, this can even affect the individual in question with regards to the potential for growth and learning. 

What should employers do?

However, it’s crucial that the personal well-being of employees be at the forefront of employers’ thinking. This can include a balanced work-life balance, focus on employee mental health, and engaged employees who are rewarded fairly for their work. 

Healthy boundaries are also crucial in ensuring that employees remain happy, engaged, and productive. This can also help to avoid situations where employees simply Quietly Quit — with employers unaware. 

Whether you’re trying to build employee engagement in a multi-generational workforce, or you’re looking to change the way you handle talent management at your organisation, head over to altHR’s Resources centre for a comprehensive library on all things HR (especially if you’re in Malaysia).