Quiet quitting: Professional roadblock or mental strengthening

The workplace scene is drastically transformed with the inception of digital technology. Executives and professionals are constantly adapting to a novel work environment. In today’s modern work atmosphere, quiet quitting is rapidly growing among professionals to maintain work life balance. Quiet quitting is gaining impetus due to the nature of professional tasks in business companies is hectic, monetary centric, highly burdened. Presently, personnel are more particular and conscious about their comfortable living. They just finish their assigned job in office hours and do not want to put extra effort to augment the brand of the company. 

Quiet quitting is not about resigning from a post. It entails that personnel work in a set period and then go back to their family life to spend time with close ones and relax. There are several grounds for quiet quitting in the official setup. If employers undervalue employees and do not give credit for their supreme work, people feel degraded and gradually disengage from business activities. Another reason for quite quitting is favoritism in occupational work. This prejudice propels employees to just perform their routine job.

Quiet quitting is prevalent among professionals who are family oriented and do not compromise their personal values with occupation.  They are health conscious and focus on their personal needs to make their life more enjoyable rather than bearing office workload to augment the fiscal graph of the company. To control or lessen quite quitting, companies must provide secure work environment, implement motivational and employee retention schemes, and liberty in working-hours. 

Personnel normally set boundaries in the workplace and are reluctant to extend their efforts when their mental strength is compromised. People prefer to keep away from work when they worry or feel uncomfortable in extra working hours, non-technical and bored work load such as preparing excel sheets or checking large number of emails, attending baseless meetings, toxic business dialogues and wasting energy in non chargeable business schedules.

Closing thoughts:

Quiet quitting is commonly observed in today’s work environment where employees do not extend their extra efforts in the occupational work. Numerous factors such as lack of engagement, poor leadership leads to quiet quitting.  Some personnel give importance to family values as compared to occupational projects. This may be a critical factor for quite quitting. 

Important note: Above article is based on environmental input and personal views of writer. Any resemblance is just a coincidence. Writer is not responsible for any disagreement.