In this article, we tell you what quiet quitting is all about, why it does not necessarily have to be something negative, and how Internal Communication can become, once again, the solution.

Younger people are not willing to give up their lives for a job. Nor do they have a voracious hunger for a career within a company. Motivations and values have changed.

Living for work

This concept is long gone. No one would leave life behind for a job as they did a decade ago. And the COVID-19 pandemic has also accelerated this process.

Enjoyment of what you do, motivation, good pay, and work-life balance is only sometimes present in a job. But people, especially younger people, are unwilling to give up many of these things.

According to Deloitte’s latest study, Seeking Balance and Driving Social Change, Millennials and Generation Z are looking for “balance and opportunities to grow. Salary is why they left their employers in the last two years. But when it comes to what makes them choose a new organization to work for, good work-life balance and opportunities for learning and development are their top priorities.

No answers.

According to a survey conducted by Ernst & Young, Work Reimagined 2022, 47% of employees would be willing to resign and change jobs if they had more favorable salary conditions, flexibility, and professional options.

How many times have we asked for a salary increase, requested a change in working hours, or more flexibility and got no response?

Nowadays, that person, who does not get answers to his claims, starts to do the minimum necessary to fulfill his responsibilities.

It does not mean that they dedicate fewer hours or do not meet their objectives, but that their commitment, motivation, creativity, and desire to grow become dulled until the person really only fulfills the basics for which they were hired. Specialists called this new trend  “quiet quitting” as the term was born.

New values

Although “silent resignation” may be perceived as a negative concept, experts maintain that it does not have to be.

Strictly limiting oneself to the job at hand is no longer frowned upon. Those who defend this position agree that the basic principle is not to overwork. Although this does not imply a definitive change of life, it is, in fact, a change of attitude.

Gone are the terrible vices: being a workaholic, having an excessive ambition to climb the ladder, and having your work define you as a person.

In addition, there is a lifestyle change from the idea of wanting to belong and live for small luxuries to an economy of sufficiency. Ideas emerged from the concept of a fair distribution of resources and benefits, which does not mean a minimum. They come in line with the cost of living.

Silent dismissal: the flip side

As usually happens, a phenomenon socially installed for some reason presents another side of the coin. It is the silent dismissal.
The consulting firm Gallup tweeted:

"Most of us have heard of quiet quitting, but what about quiet firing? This term refers to employees who are overlooked. It includes workers who receive little promotion and have no opportunities for development or growth. Have you seen quiet firing in action?"

From Oxean, we believe that when both situations become a problem for both the employee and the organization, it is likely that what is failing is communication.

Internal communication: the solution

Undoubtedly, the organization, as an employer and generator of culture, is the one who attracts talent and is the first one responsible in a situation like the ones mentioned above.

Providing clear rules, being honest about expectations, generating a good working environment, expanding the organizational culture so people can live the company’s values, and having a fair remuneration policy are part of corporate responsibility.

On the other hand, from the people area, it is necessary to understand the new scenarios to be aware of the motivations and values of the new generations to provide a journey experience increasingly aligned with the search of the young ones.

Once again, Internal Communication takes center stage, enabling the most appropriate channels, maintaining permanent feedback, and generating spaces of exchange to talk about these new challenges that arise.

If quiet quitting is knocking at your door

do not hesitate to contact us! Together we can generate a plan to strengthen your Internal Communication!

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