Quiet Quiting

Understand, Recognize, and Manage with Confidene

In the face of a skills shortage, it is common for companies to assign tasks to their employees that do not match their skills. Constraints, whether they are temporal or cognitive, are often underestimated. Despite an increase in these constraints, the mental health of employees is often neglected by many companies, which give little importance to transparent exchange. Result: employees establish boundaries or make an extra effort.

Overtime, whether paid or not, is part of the daily life of many workers. In 2021, according to the Federal Statistical Office, 12% of workers in Germany worked more than what was stipulated in their employment contract. However, the number of overtime hours is decreasing. In particular, young people from generations Y and Z often wonder why they should work more than what is stipulated in their employment contract.

For all those who share this point of view and feel comfortable in their work, the term “Quiet Quitting” has become a trend in recent years. For “Quiet Quitters”, physical and mental health is a major concern. Unlike the baby boomer generation, they no longer wish to overwork at work. Unlike people who have already resigned internally, Quiet Quitters are often satisfied with their current professional situation.

We have taken a closer look at the term “Quiet Quitting” and its origins. Find out if you are among the Quiet Quitters and learn how to manage this topic with confidence and openness thanks to our advice.

Quiet Quitting, Internal Resignation, Silent Resignation and “Bare Minimum”:
Understanding the Differences

The terms “Quiet Quitting”, “internal resignation”, “silent resignation” and “bare minimum” have fundamentally different meanings and implications.

Quiet Quitting vs Silent Resignation

The literal translation of “Quiet Quitting” into “silent resignation” can be confusing. Indeed, “silent resignation” suggests a definitive abandonment, which does not necessarily reflect the reality of “Quiet Quitting”. “Quiet Quitters” are often satisfied with their work and do not necessarily seek to change.

Quiet Quitting vs Internal Resignation

“Internal resignation” refers to a state where employees have already completely mentally detached themselves from their workplace and their company. They often remain in the company for lack of employment alternatives.

On the other hand, the phenomenon of “Quiet Quitting” is different: here, employees do not necessarily intend to leave their company. They have not yet resigned internally. However, they do not show any additional commitment that goes beyond the tasks stipulated in their employment contract.

Quiet Quitting vs “Bare Minimum”

The “bare minimum” means that employees only do what is stipulated in their employment contract, without additional efforts or commitment. It is therefore a consequence of Quiet Quitting or internal resignation.

Understanding Quiet Quitting:
An Overview of Silent Withdrawal

Quiet Quitting describes a situation where employees limit themselves to performing the tasks stipulated in their employment contract - no more, no less. They often even refuse paid overtime. People in a state of Quiet Quitting do not necessarily seek to leave their company. They rather establish clear boundaries between their professional life and their private life.

Are you not sure if you’re a Quiet Quitter? Here are some clues that might suggest it:

Minimal Engagement: Quiet Quitters limit themselves to performing the minimum necessary tasks stipulated in their employment contract. They are not ready to go beyond these tasks.
Refusal of Overtime: You are often not ready to do overtime, even for additional pay.
Emotional Connection with the Company: Despite their reduced commitment, Quiet Quitters can have an emotional connection with their company and remain loyal to it.
Clear Separation between Work and Private Life: Quiet Quitters attach great importance to a clear separation between professional life and private life.
No Active Job Search: Unlike people who have already resigned internally, Quiet Quitters do not actively seek other employment opportunities.
Fair Behavior: Quiet Quitters are not inclined to counterproductive behavior that could harm the company, such as theft or betrayal of company secrets.

Managing Quiet Quitting:
Our Advice for a Confident Approach

Quiet Quitting represents a challenge for organizations that consider overtime as a norm. As an employee, overtime is only required in exceptional situations. If you have chosen to limit yourself to the bare minimum, here’s how to manage it with confidence.

Express Yourself: Openly Discuss your feelings and your position with your superiors or colleagues. Transparent communication can dispel misunderstandings and promote the search for solutions. Are you aspiring to a higher remuneration? Approach the subject straightforwardly. Even without overtime, you have the right to negotiate your salary.

Continue Your Professional Development: Seize opportunities for continuing education and skills development. This can help you feel valued at work, without requiring overtime.

Set Boundaries: Learn to say “no” when you feel overwhelmed or when you are assigned tasks that are not your responsibility. Superiors are not always aware that they are entrusting you with tasks that are not your responsibility.

Look for Ways to Get Involved: Even if you are not ready to exceed your contractual obligations, there are other ways to get involved in your workplace. This could mean supporting a colleague, participating in a project that you are passionate about, or acquiring new skills

If you do not feel accepted as a Quiet Quitter or if you aspire to a change, considering a new position could be a good idea. We are here to help you and offer you a wide range of potential positions through our job and project exchange.

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Conclusion:
How Hays Supports Your Professional Development

At Hays, we understand the challenges that Quiet Quitting poses to employees and employers. Not all companies are yet ready to accept it.

Whether you identify as a Quiet Quitter or perceive signs of disengagement, do not hesitate to contact us. Together, we can find solutions to create a work environment where you will feel comfortable and can succeed.