Quiet quitting is not about ghosting your employer. Neither is it about renouncing the hustle culture. While many authors use this phrase to describe the process of quitting, it’s also a very common practice among economists.
Quiet Quitting isn’t ghosting your employer
Whether or not quitting is ghosting your employer is a complicated question, and the answer will vary based on your perspective. Some people feel that ghosting is a rude and unnecessary tactic, while others see it as a legitimate way to leave a job. In either case, you must make sure that you’re not doing anything illegal. Furthermore, in our current work world, your job history stays with you in a way it never did in the past. It’s important to keep in mind that quiet quitting (or ghosting)your employer can be detrimental to your future career prospects. Not only does ghosting an employer hurt your career prospects, but it is (at least) morally and ethically questionable. Regardless of your reasons for quitting, make sure that you give an explanation for your decision.
Is it Narcissistic?
Many consider quitting quietly as a narcissistic trait. If it is not narcissistic, it is at least passive aggressive. Again, this can have a profound reputational impact on any one who practices this tactic.
It is the opposite of hustle culture
Quitting hustle culture means turning your back on a culture that celebrates working long hours, sacrificing your sanity, and even your friendships. This culture puts work on a pedestal, glorifying nonstop labor, brute-force drive, and publicity. But it is not healthy. We don’t have to excel in everything, and we don’t need to squander our time and energy on work.
In order to turn the culture on its head, you need to be aware of your mindset. Are you focused on how you can get ahead and achieve what others have? Is your mindset shaped by the hustle culture?
It’s vulnerable to being co-opted by managers
While quitting quietly is a common way to let your boss know that you are unhappy, it may not be a good idea for the business. This type of quitting doesn’t address other concerns, such as work overload or capitalizing on your strengths. Some employers have become alarmed by the idea of quiet quitting, which has prompted them to look for ways to improve employee engagement. The first step is to take a close look at the culture of the company and workplace.
Quitting quietly can lead to an employee’s burnout or loss of interest in the job. The manager needs to ask them what they enjoy about their work and then allow them to prioritize their efforts. Moreover, it is important for the manager to prioritize important team tasks and not let employees quit quietly. If an employer has concluded that there are members of his staff practicing this passive aggressive approach, it is imperative to get them to move on. this type of behavior can be very contagious and lead to a demoralized work environment. It needs to be handled quickly and decisively.
It impacts performance-related incentives
Quitting quietly can have an adverse impact on performance-related incentives for employers. Some experts argue that this phenomenon is an indication that an employee is questioning the compact with his or her employer. They claim that employees who quit quietly might realize that their managers have not been going the extra mile to help them be the employee they want to be. This makes them question the need to put 120% effort into their jobs.
Quitting quietly has other negative effects, including decreased motivation, less flexibility, and a decreased ability to work in a team environment. It can also lead to conflict between employees. Instead, you should strive to be a productive employee in your current position.
