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How Quiet Quitting Is Reshaping Company Cultures Across the World

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A recent poll reveals that more than half of the workforce quit quietly. “Quiet quitting” occurs when an employee is still physically present at work but lacks the motivation to do more than the bare minimum. This phenomenon can negatively impact the individual and the organization as a whole, necessitating urgent measures to address it.

A Different Kind of Resignation

A trend of quiet quitting has recently spread among young workers aged 20 to 30 worldwide. Rather than stressing over job performance and feeling pressured, a culture emphasizing focusing more on personal life and doing just enough at work is gaining traction.

Originating from…

Quiet quitting is the art of not taking work too seriously, and it is used mainly by Gen Z workers who have helped the term go viral on TikTok.

Reasons for the Rise of Quiet Quitting

The main reason for the emergence of quiet quitting is dissatisfaction with company treatment. Another reason is the current generation’s emphasis on personal freedom and life. Similarly, people focus on their growth through self-development rather than the company, placing great importance on self-realization. They don’t necessarily earn money through work, but they are increasing their income through various channels by doing things that are beneficial to them.

The Concept of a Lifetime Employment Fading Away

Unlike before, saving enough money from a job to buy a house is challenging. The concept of a lifetime job has disappeared, eliminating the need to be tied to promotions. The wage gap is widening, prices are rising, and real wages are falling. In this social atmosphere, it’s challenging for young people in their 20s and 30s to pour their passion into their future.

Strong Perception of Doing Only as Much as Paid

In today’s era, where the perception of working only as much as one is paid and doing only one’s share of work is prevalent, it can be seen as similar to the mindset of a civil servant, commonly referred to as an iron rice bowl. The idea is that there’s no need to strive since there’s no risk of getting fired as long as you do the work assigned to you, and promotions and pay raises are predetermined. They also believe doing less work is more beneficial since they receive the same wages.

70% of Young Adults View Quiet Quitting Positively

According to a survey, 70% of young people aged 19 to 34 positively view quiet quitting. However, the perception was negative among the older generation in their late 30s and 40s. After joining the company, young people who were disappointed with the fair reward system were more likely to opt to quit. They also reported decreased motivation to work when they saw superiors doing less work but receiving higher pay.

Potential Decrease in Work Productivity

As the quiet quitting trend becomes more prevalent, it can lead to a decrease in work productivity. Since they only handle their assigned tasks, it is difficult to expect efforts to improve productivity in the long term. Moreover, if quiet quitting spreads like a virus within the organization and forms a culture, other team members may join this trend, thinking they are working more without additional compensation.

The Opposite of Quiet Quitting

In contrast to quiet quitting, some employees choose to quit loudly. While quiet quitting implies a passive approach to work, loud quitting refers to actively expressing dissatisfaction and spreading criticism of the company on social media. This behavior can harm many companies, and in Korea, it’s not hard to find YouTube vlogs or blogs themed around quitting.

Improvement of Working Methods and Organizational Culture Needed

Improving leadership is first necessary to prevent quiet quitting. Regular communication between managers and employees is necessary. As a company and manager, efforts should be made to immediately solve any problems by listening to what employees want and expect from them. Recognizing employees as individuals deserving respect rather than mere parts of the company is crucial.

Provide Opportunities for Growth

Ultimately, companies need to establish a fair reward system, recognize and encourage employees’ achievements, and have a system to do so. It’s also crucial to provide opportunities for career development and growth. Through various training programs, mentoring systems, and job rotations, companies should support employees in acquiring new skills and knowledge, satisfying their sense of accomplishment and desire for self-realization.

daily
content@viewusglobal.com

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