{"id":3431,"date":"2022-12-30T16:51:16","date_gmt":"2022-12-30T15:51:16","guid":{"rendered":"https:\/\/blog.iese.edu\/expatriatus\/?p=3431"},"modified":"2022-12-30T16:52:03","modified_gmt":"2022-12-30T15:52:03","slug":"in-search-of-a-good-new-years-resolution","status":"publish","type":"post","link":"https:\/\/blog.iese.edu\/expatriatus\/2022\/12\/30\/in-search-of-a-good-new-years-resolution\/","title":{"rendered":"In Search of a Good New Year’s Resolution?"},"content":{"rendered":"
\"\"
Photo by Cristian Escobar on Unsplash<\/figcaption><\/figure>\n

In early 2021, labour markets witnessed a huge wave of job quitting, which was termed \u2018The Great Resignation\u2019, and much has been written about it. Now, we are approaching the end of 2022 with a newly emerged term, \u2018quiet quitting\u00b4. In contrast with the \u2018loud quitting\u2019 of the resignation wave, \u2018quiet quitting\u2019 seems to be an increasingly trendy alternative, where people stay on the job, yet decide to do the bare minimum of their tasks and get emotionally and\/or cognitively detached from their jobs. In other words, quiet quitting<\/em> means quiet disengagement from work. Gallup<\/a> finds that quiet quitters<\/em> make up at least 50% of the U.S. workforce, and there is no good reason to believe it is better elsewhere, as data<\/a> shows that only 21% of global employees are engaged at work. Social media also indicates that the \u2018quiet quitting\u2019 phenomenon is trending globally.<\/p>\n

So, why is quiet quitting happening?<\/p>\n

Given the palpable sense of employees\u2019 generally high levels of stress, work overload, and burnout, which is also reflected in relevant data<\/a>, the trend seems to be a logical response, a sort of way of reclaiming work-life balance<\/a>. In such a view, quiet quitting<\/em> is not as negative as it sounds, it receives a rather positive spin to it, encouraging employees to set boundaries, care for each others\u2019 mental well-being, and take a more pragmatic approach to work. According to this Guardian article<\/a>, quiet quitting<\/em> should not be a thing at all, as it should be considered normal that people do only as much work as they are paid to do, and no one should feel bad or guilty about declining any extra tasks or work-related activities. That is one way of looking at it.<\/p>\n

Another perspective, which I share, looks at quiet quitting<\/em> as a problem of engagement, motivation, and purpose. Of course, I am in full support of setting adequate work hours, work-life balance, and mental self-care, yet I am also an advocate for meaningful work experiences. When quiet quitting turns into passive and disengaged physical presence at work, when the work hours become a so called \u2018watching the clock tick\u2019 experience, it stops sounding like a healthy approach to work for me. Martin Seligman\u2019s PERMA model<\/a> of well-being, alongside many other such approaches, highlights the importance of positive emotions, engagement, relationships, meaningfulness, and achievement for us \u2013 all these components seem to have great relevance to our work lives. Looking through the lens of the PERMA model, quiet quitting<\/em> might be a natural result of insufficiently serving these well-being components at work, which makes it also a failure of management. People might be quitting, either loudly or quietly, because they have lost connection to their work, don\u00b4t feel noticed or cared for by their company, feel isolated and lack social capital at work, feel tired and underachieving instead of content and capable\u2026 In a workplace where managers don\u2019t check in with employees, work tasks and activities lack value and meaning, employees\u2019 inputs and efforts are not recognized, and relationships in the office are not nourished, quiet quitting might become the unnoticed undercurrent. Echoing the current topic, I already wrote about the notion of \u2018lost connections\u2019<\/a> and the call for re-establishing these and the importance of high-quality relationships<\/a> at work. Naturally, there is no silver-bullet or shortcut of solutions to these challenges. Creating the right intention and bringing the topic of employees\u2019 well-being and engagement to the table (for good) is a starting point though. Thereof, I propose a call for the upcoming year \u2013 let\u2019s invest more into our connectedness, into our well-being, and more into people!<\/p>\n

Isn\u00b4t that a nice New Year\u2019s resolution?! \ud83d\ude42 \u00a0Happy New Year!<\/p>\n","protected":false},"excerpt":{"rendered":"

In early 2021, labour markets witnessed a huge wave of job quitting, which was termed \u2018The Great Resignation\u2019, and much has been written about it. Now, we are approaching the end of 2022 with a newly emerged term, \u2018quiet quitting\u00b4. In contrast with the \u2018loud quitting\u2019 of the resignation wave, \u2018quiet quitting\u2019 seems to be […]<\/p>\n","protected":false},"author":345,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[18330],"tags":[110667,82128,110666,25859],"class_list":["post-3431","post","type-post","status-publish","format-standard","hentry","category-views-and-news-about-expatriates","tag-employees-engagement","tag-new-years-resolutions","tag-quiet-quitting","tag-well-being","megacategoria-mc-leadership-and-people-management"],"acf":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/posts\/3431","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/users\/345"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/comments?post=3431"}],"version-history":[{"count":3,"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/posts\/3431\/revisions"}],"predecessor-version":[{"id":3435,"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/posts\/3431\/revisions\/3435"}],"wp:attachment":[{"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/media?parent=3431"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/categories?post=3431"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.iese.edu\/expatriatus\/wp-json\/wp\/v2\/tags?post=3431"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}