Workforce trend “Quiet Quiet” |

A new term is making waves in the workforce, with employees silently quitting by doing what’s necessary. San Diego researchers say that might not be a bad thing.

SAN DIEGO – Feeling overworked, burned out and unrewarded for your hard work?

Some workers say they are fine, they will just quietly quit without quitting their job.

The term “silent cessation” went viral tick tock with the hashtag getting more than 20 million views.

Technically, it doesn’t mean you quit, just quietly retire from your 9-5 job and do the bare minimum. While some may shy away from it, it could wake up employers and help the workforce.

“In American culture, we have an ideal worker norm that says the best worker is available at all times,” he said Lacie BarberPhD, Associate Professor of Psychology at San Diego State University.

She has published her research on telepressure in the workforce and says this is only Gen Z using the term.

“I think these conversations happen at all ages of the organization. I think we should thank our younger colleagues for being more on social media and being open about these issues and ideas,” Barber said.

The pandemic has sparked this new work culture, putting mental health first. The quiet cessation may vary from one employee to another. But for many, it’s not about going the extra mile, not working overtime, or checking email and texts after hours.

Barber said the office had structure before the pandemic, but now remote work creates fewer boundaries, leading to more burnout and “job creep,” where you’re assigned more work than you’re paid or not rewarded for.

This comes at a time when Gallup recently released one to learn That shows that employee engagement fell to 36% for the first time in a decade in 2020 and continues to fall to 32%.

Barber says there needs to be what she calls sustained engagement among employees and managers.

“Now it’s about how we can signal each other non-binding consideration for flexible working hours? And I think that’s the conversation we want to have,” Barber said.

This could be a wake-up call for employers.

“Very important for employee retention, losing employees is costly. I think there are some benefits for employers and managers,” he said Elizabeth LyonsAssociate Professor in the School of Global Policy and Strategy at UCSD.

She has done extensive research on remote working and best practices.

“I think these adjustments will result in a more productive workforce and more productive companies. But yes, it requires upfront work,” Lyons said.

These efforts from all fronts could lead to a more “namaster” work culture.

That CDC provides more information and resources on mental health in the workplace.

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