S2 Ep. 1 - Quiet Quitting Speaks Volumes

True Talk Cafe Podcast

Welcome to the True Talk Café Podcast S2 Ep. 1 - Quiet Quitting Speaks Volumes!
What is ‘quiet quitting’ and where did this concept originate? While much has been written about the Great Resignation, a new term has emerged to describe an increasingly common alternative to resigning: “quiet quitting.” Driven by many of the same underlying factors as actual resignations, quiet quitting refers to opting out of tasks beyond one’s assigned duties and/or becoming less psychologically invested in work. Quiet quitters continue to fulfill their primary responsibilities, but they’re less willing to engage in activities known as citizenship behaviors: no more staying late, showing up early, or attending non-mandatory meetings.

According to the Los Angeles Times, the first known use of ‘quiet quitting’ was by Bryan Creely, a Nashville-based corporate recruiter turned career coach, who invoked it in a March 4, 2022, video posted on TikTok and YouTube.

However, it is said to have originated years earlier in 2009 remarks from an economist named Mark Boldger. Still others trace the concept, though not the term, to China, where a similar workplace phenomenon called ‘lying flat’ appears to have originated about a year earlier.

Who knew this was thing 15 years ago!

Show agenda:

• What is Quiet Quitting?
• Guests Questions
  • What are your thoughts about ‘quiet quitting’ being a new phenomenon or not? What type of impact has it had on managers and in your opinion do they think it’s a real thing?
  • Do you think The quiet quitting trend suggests that employees are increasingly feeling that this exchange has become unbalanced: Employers are demanding additional effort from workers without investing in them enough in return?
  • Do you think managers have been tolerant of ‘quiet quitters’ in part due to this challenge?
  • What steps can businesses take to address the root causes of quiet quitting?
  • 
    

Quiet Quitter Scenarios?

• An administrative assistant identified as Christy G. said, in part, “I do not interact with anything from work before 7:00 or after 4:30, which is the time my office is open. I work in a corporate setting, so my tasks are not life or death. If someone asks for something, like maybe a file scanned or something like that, at the end of the day—it can wait until the next day. How can a manager identify an employee like Christy and get her re-engaged? l
• A department manager identified as Sara M. told NPR that her priorities and values had changed since the onset of the COVID-19 pandemic: “I now leave my office at the end of the day not thinking about what I need to work on when I go home at night. I set boundaries for checking my emails and reaching out to co-workers during non-office hours. Most importantly, I do not feel any bit of anxiety when it comes to requesting time off, taking personal days or especially taking sick time.” What approach would you take to get this manager re-engaged?
• 
  
• Statistics
• According to a Gallup survey of workers age 18 and older taken in June 2022, “quiet quitters make up at least 50% of the U.S. workforce – probably more.” The percentage is particularly high among workers under age 35.
• Only 32% of workers came across as engaged, while another 18% were disengaged, meaning that they made no secret of their job dissatisfaction.
• The remaining 50% could be classified as quiet quitters, people who were not especially engaged in their work but didn’t broadcast the fact.
  Guests:
  • Melanie Brown, PhD - VP, NA Insights & Data (I&D) @ Capgemini
    • LI: https://www.linkedin.com/in/drmelbrown/
• 
  
• Ken Smith - Executive Coach @ Academy Leadership
  • LI: https://www.linkedin.com/in/kenneth-smith-coach-ken-12812951/
  • twitter: @belairleader

• Pod crew questions
  • Renee
  • Karla
  • Lollie
  • Anna

• Conclusion

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