Over the past month there has been no escaping the term “quiet quitting”. It has been all
over the Internet, leaders and analysts have weighed in for and against, even colleagues at the workplace may have been discussing it in detail – what it is, what does it entail, how long has it been around, is it right or wrong. But how does one deal with the repercussions of quiet quitting in today’s day and age, especially with a workforce that is both more driven about work and more persistent about focusing on mental wellbeing?
People Matters spoke with Katherine Loranger, Chief People Officer at global workforce management company Safeguard Global, to understand the nuances of quiet quitting and other workforce trends HR should keep an eye out for. Here's what she said.
everyone perceives quiet quitting differently. Some say it is just “doing your actual job” while others think it's “not doing enough” at work. How do you see quiet quitting?
Quiet quitting is less about how people are working and more a statement about how they feel about their work experience. We know that people were asked to
upend their personal lives to integrate their work experiences into their home in 2020. And they did, by most accounts, a great job. We know that The Great Resignation was an adjustment of people realizing that their work wasn’t fulfilling enough for them to spend such large parts of their day doing it. And now we have “quiet quitting”.
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