What’s the Connection Between Quiet Quitting and Company Culture?

Posted on

September 20th, 2022


The term quiet quitting dates back to 2009, but it didn’t take off as an actionable concept until 2022. Quiet quitting has become ubiquitous in the workplace, as Gallup reports at least half of the U.S. workforce are quiet quitters. The term is a misnomer, however, as these employees have no intention of leaving their job. Instead, quiet quitting means performing the job as written and maintaining that firm boundary. As a result, employees are doing what their job description stipulates—no more, no less, and certainly no overtime.

Why Are Employees Quietly Quitting?

The pandemic forced many companies to switch to remote work models. Many employees began rethinking their relationship with work, especially when management tried to shift back to working in the office. Employees embracing this approach to work aren’t doing it because they’re lazy. Many are struggling with burnout and an insufficient work-life balance. They’re also keenly aware that the amount of work expected of them doesn’t match their wages or keep pace with the rising cost of living.

A Culture of Thankless Overwork

The reaction to quiet quitting often says more about managers than employees. Some managers are outraged and have threatened repercussions ranging from demotions to withholding raises to outright firing quiet quitters. However, quiet quitting doesn’t mean doing a job poorly or disengaging. Instead, quiet quitters are giving the amount of effort reflected by their wages. They’re no longer willing to perform the work of two employees while receiving the income of one. The quiet quitting movement and subsequent indignation have revealed that many companies have always expected their employees to overwork without a corresponding bonus or salary increase to reflect the added responsibilities.

Changing company culture takes time and consistent effort. However, businesses can identify and red flag trends that indicate workplace discontent, such as shifts in attendance. For example, a business may notice productivity dropping for a specific department. Attendance data may reveal those employees also consistently take long lunch breaks or call out frequently. While those employees may be quietly quitting, an ineffective manager might be the driving cause. Contact Actec to learn more about using attendance data to implement positive, effective changes within your organization.