What is Quiet Quitting? Why Quiet Quitting? Is Quiet Quitting Real?

What is Quiet Quitting, a new trend in business life? Who is inclined to quit silently and what are employers losing with the concept of quiet quitting? With the concept of quiet quitting being popular, it has short and long-term effects on both employers and employees. Although quiet quitting, initiated by employees who have burnout and are unhappy at work, sounds good, it both affects the careers of employees and reduces the productivity of companies.


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If you are actively using social media or following foreign news sources, you may have seen the concept of 'quiet quitting' somewhere. Quiet quitting, on which various discussions are made, the concepts of good-evil, right-wrong, right-wrong are intertwined, and many people who are a part of corporate life around the world continue to share their opinions, means "to keep quiet" in Turkish. Quitting here means quitting work; that is, 'Quiet Quitting' is used. Well, what does this silence mean? Do you quit your job 'quietly' without anyone hearing or knowing? Actually no; quitting the job without leaving the job in its purest form; ‘Quiet Quitting’ The questions in your mind may have started to multiply, you are right. Let's take a closer look at what 'quiet quitting' is and what it is not.


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What is Quiet Quitting?


The concept of quiet quitting, which went viral in a video shared on TikTok by 24-year-old Zaid Khan, a New York resident, doesn't mean "really" quitting work. It means a quick transition to private life without doing anything but the basics while working at a minimum level. Sort of like a personal power saving mode.


"Quiet Quitting" explains the way you put your mind to work after performing your daily tasks at the most basic level, without trying to maximize your performance, without spending too much of your energy, time, and mind on work-related issues. In a nutshell, not to take the job too seriously or to strive for more. In other words, after putting into practice what needs to be done in its simplest form, leaving it 'as it is' without striving for something better, more advanced, more beautiful, in short, without the need to waste your time and energy.


In other words, quiet quitting; it means reducing the workload without resigning, not going beyond the determined job descriptions and minimizing the work. Someone who engages in the quiet quitting movement; does not do any work other than the duties assigned in the institution where he works, performs the assigned work at the minimum level of efficiency and is not involved in any process other than his own work. Many employees who think that they do not see the value they deserve in the institution they work for may enter the quiet quitting process even though they are not aware of it. People who think that they work hard but do not get paid for it both financially and morally, enter into a routine working process and limit their efforts to their institutions. A question arises here; If people are not satisfied with their job, why don't they resign and go into a passive non-working process?



  • The desire to stay out of the comfort zone

  • Economic and financial concerns

  • Failure to receive compensation upon resignation, waiting for the expulsion process

  • Environmental and family pressure

  • Perceiving resignation as a failure


The Origin of the Quiet Quitting Concept: 996 and Generation Z


The number 996 is great for employers, but a nightmare for employees! The number 996, which refers to working 9 in the morning - 9 in the evening and 6 days a week, is quite common in the working culture. In fact, there are hours determined by the labor law of each country, and this is 45 hours a week! However, when it comes to implementation, unfortunately, many workers work well over 45 hours. In the past, response was limited due to the high working hours, the blessing of overwork and the lack of social media. This situation started to change with the entry of the age group (those born between 1995 and 2009), which is defined as the Z generation, into business life. Generation Z is impatient, does not want to spend too much time at work and wants to earn money by working less. For this reason, the concept of quiet quitting, initiated by the Z generation, finds more meaning.


Reasons for Quiet quitting


  • Burnout Syndrome

  • Not getting the attention it deserves

  • mobbing

  • Insufficient working opportunities

  • Insufficient salary


Quiet quitting Results


  • Creativity is blunted as employees leave themselves fallow.

  • Employees think that they are taking some kind of revenge, and their organizational commitment is weakened.

  • In the long run, the productivity and profitability of companies decrease.

  • The human resource efficiency of companies is decreasing.


How Can Quiet Quitting Be Prevented?


In fact, since it is a two-sided process, the concept of "empathy" comes to the fore as a key concept between the employee and the employer. In the process, there is usually a "win-win" or "lose-lose" relationship between the employer and the employee, in which both parties are affected. The company's valuing its employees, rewarding success both materially and morally, providing quality working conditions for its employees are the items that can prevent Quiet Quitting. The employee's dedication to work, focusing on success, producing innovative projects, and acting in accordance with the company's core values ​​and vision will make the process successful.


Two sides of the coin: balance or regression?


This concept, which received more than 17 million views after being shared on TikTok, was also used by many news sources around the world and still continues to be used. Because keeping silent has managed to attract the attention of both employees, employers and large corporate companies. So much so that it divided the corporate world into two; As supporters of quiet quitting and those who argue that it is a wrong course of action and thinking. In fact, it can be said that it increases the tension between many managers and employees. Because employers who are aware of the situation are also nervous, worried and angry; In short, tensions are rising in the business world.


So how should we approach this issue? First of all, remembering that the coin has two sides; yes, it is important to establish a work-life balance, but it is also important not to ignore work ethics and continue to develop. Is quiet quitting just a concept about keeping private life separate from work, or is it not that innocent and shallow? Given the intensity of the discussions, it's not that simple. Because the future of countries, and therefore the world, may be in danger. Maybe there is increasing unemployment and dulling minds at the end of this quiet road of abandonment, who knows…


Is quiet quitting the cure for burnout?


It is certain that the pandemic has literally changed the course of things. It has affected everything from our social habits to the way we work, from our priorities to our understanding of health. As it stands; The concept of well-being has become much more important. So, should supporting well-being mean quitting jobs? It is an undeniable fact that burnout is one of the most serious problems of our age; In our relationships, in our business life, in our private life, in our daily routines, we can feel exhausted in many areas. However, sitting quietly on the sidelines without doing anything to solve problems does not benefit us, our businesses, or the people around us. For this reason, quiet quitting may not be accepted as a cure for burnout, especially if work is not responsible for that burnout.


It is important to get to the source of burnout here. Is it really business or is it everything that the era brings? Does the pain of economic crises, wars, diseases, restrictions, everything that threatens well-being go out of business? Is it real responsible work, the employer, or the world we live in today? For this reason, it is necessary to work with awareness and urgently; especially at a time when financial difficulties are intensifying around the world and unemployment is gradually increasing…


Quiet quitting next-gen strike?


“Have a fixed job, regular income, insurance, a little excess, a painless head…” How effective do you think these words are on the new generation? While in the past, especially young employees invested all their energies in their work to advance their careers, what happened today that they decided to give up and step aside softly? Could Quiet quitting be a new generation of quitting, or is it the Z generation's modern understanding of the strike? Or is it 'so much work for so much money' at the root of everything? Is rebellion against the employer, but against the country, the world, a global outcry? Unsatisfying job or money, country or world? The answer may be all of them, but whether the remedy is really quiet quitting is debatable…


How ethical is quiet quitting?


Today, many people feel tired by losing their motivation in their work because they have difficulty in separating their work life from their private life. Although it is appropriate to give rights to employees in this regard, it can be thought that 'quiet quitting' is not the right approach when considered in terms of business ethics. Not doing one's job in real terms will not fit in the work ethic, and it may put the interests of the workplace and co-workers in trouble. Moreover, retreating quietly can cause problems to deepen and more problems to arise. Therefore, instead of keeping silent, a suitable environment can be created for the individual to keep his/her performance at the optimum level by providing work-life balance with different methods.


Does quiet quitting bring about silent dismissal?


Can employers, managers and companies remain silent on this issue when there are young workers, the new generation, the Z generation or so many people who have a job and adopt quiet quitting? Probably not… Therefore, it is a question of whether quiet quitting will lead to silent dismissal. Companies that want to see active, hardworking, fit, and disengaging employees can also develop their own strategies to find a way to deal with quiet quitting. In other words, they may want to silently send out employees who are not working quietly. Of course, it is not known whether all this will happen or how quickly it will happen, but from the widest perspective, quiet quitting will definitely increase the global loss balance sheet...


What can be done instead of quiet quitting?


You can start by evaluating the issues that make you difficult in your job. What is the reason for your low motivation? Whether it's your salary, your colleagues, your working hours, the way you work, your workload, or lack of time, think carefully about them first. If you decide why you think you need it before you implement the quiet quitting, you can take better steps to resolve the issue. If work is tiring you more than necessary, you don't have time to spare for yourself or your private life, if you have problems with your colleagues or your manager, if your work never catches up, or if your working hours are stretching to infinity, then quiet quitting can drag them into a dead end rather than being a solution to these problems.


Focusing on how to solve business-related issues that are giving you a hard time, instead of quitting, can provide more productive results in the long run. For example, you might try talking to your co-workers and manager first. Within the scope of your workload, duties and responsibilities, your working hours are not sufficient; therefore, by devoting time to a lot of extra work, you can indicate that you have no time left for yourself. At this point, you can discuss how you can prioritize your work and how you can plan the time in your working hours more functionally by making an equal distribution.


On the other hand, by building healthy boundaries, you can more successfully manage both your relationships at work and your relationship with yourself. If you are thinking of keeping quiet because you have difficulty in doing your work due to issues such as equipment, technical infrastructure or lack of materials, you can instead convey to the relevant person or persons why the things you need should be met and how important this is for your work efficiency.


Remember, the best approach is always to go with a problem and offer alternative solutions as well.


If you do not think there is a tangible problem; however, if you still do not feel happy, enthusiastic and motivated in work-related matters and therefore you think that 'quiet quitting' will be the solution, perhaps you should take a break to find the true source of your feelings and thoughts. You can take time off from work, take part of your annual leave, and in the process decide what you really want and why you're not feeling well. Maybe all you need is to get away from everyone and everything for a while and listen to your head…


Finally; If 'quiet quitting' is your last exit before quitting altogether, consider actually quitting instead.


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Quit job guide


So what should you do if you've really decided to quit your job? You can follow some steps for a process that will work most efficiently for everyone without the need for 'quiet quitting'.


1. Be sure of your decision

You can start by making a plus and minus list. Do you really want to leave, what is/are making you unhappy at work, are you sure you want to move on a different path, what benefits does your current job have for you, would you happily stay in the same job if something changes, are you ready to quit completely, all of this Write down the questions and answers and talk to yourself first. Before consulting others or expressing your thoughts on quitting, have long conversations with yourself, question your decision, and act when you're really sure.


2. Plan your next step

When you decide to leave your job permanently, you should have determined what your next step will be. Otherwise, that process that will make you feel like you are in a vacuum can wear you out. Have you applied for other jobs, when will you apply, are there any other companies you have spoken to, how long will you implement a different plan if you cannot find a job, how will you finance yourself in this process, think about all of them and plan step by step. Thus, you can support yourself better during the quitting process and move forward confidently by knowing what your next step will be. Most importantly, it can take a firm stance against manipulations; You can go your own way without being influenced by the ideas of your environment.


3. Think about who you should tell first

When you decide to quit, it may be best to inform your manager first. Even if you have discussed this issue with some of your close colleagues, do not share the final result with your manager without informing your manager that you are leaving, and especially do not inform people you do not fully trust that you are considering leaving, if possible; after all, you don't want your manager to find out from someone else before you tell them. Even if you have a difficult relationship with your manager, you may find that it would be better for you to leave on good terms if you remember that future employers will contact him for reference.


4. Find out your notice period

The notice period, which varies between 2 weeks and 2 months, depending on the number of months or years you have worked at your workplace, defines the period of time you have to work until you leave the job after you notify the employer that you are leaving. Therefore, find out how much longer you need to work based on the time you spend in your current job and plan your steps accordingly. Learn and practice your legal responsibilities to make it possible for you, your employer and your colleagues to pass the transition period in the easiest and most comfortable way possible.


5. Put things right before you go

Fulfill and share your duties and responsibilities before you leave in order to make your own progress and adventure of embarking on a new path more comfortable, and not to complicate things for the person who will replace you and your current colleagues. Information on your computer, files in your office, necessary documents, passwords; After you leave, organize everything that may be needed in the most practical way and continue to fulfill all your duties and responsibilities so that the business process is not disrupted.


6. Go ahead

If you have passed through all these stages and your time is up, set out for new beginnings. By thanking everything you learned from your old job, you can move forward stronger and more confident in your decisions for your next step. Without leaving behind regrets, heartbreaks, unfinished business, and providing the environment that will probably offer the easiest and most comfortable start for your replacement 😊…


Finally, when you start another job, you may want to spend all your energy on it, on establishing new relationships; however, it is also useful not to lose contact with your former colleagues. If you've done well, built real and meaningful relationships, and acquired many valuable skills, don't throw away all that experience by pretending those years of your life never happened.

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