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But it’s an even bigger problem if 40 percent of your employees want to quit, but none of them do – they just keep working as disengaged workers.”Īlthough advocates on TikTok swear by quiet quitting, crediting it with alleviating their feelings of stress and worry, it’s really up to employers to help workers manage burnout and stress, and to give them a decent living wage.This backdrop is a great way to add more personality and fun pictures to your party. “If 40 percent of employees want to quit their job, and they do actually quit, that’s a problem. “The recession will help slow resignations, but it won’t deal with the underlying burnout ,” continues Klotz. This isn’t to say that quiet quitting is a solution to the Great Resignation. “Quietly quitting is a sensible response to a job that isn’t very fulfilling for you, you need to stay in,” says Klotz. A year on – in the midst of a cost of living crisis and with a recession looming – quitting no longer has the same appeal. This trend of repudiating hustle culture follows last year’s so-called “Great Resignation” – as coined by Klotz in May 2021 – which saw workers all over the world quit their jobs at historic rates, with 85 per cent of UK businesses being affected. “This was refreshing for them,” she says, adding that they’re “happy with” the change.
“I thought to myself, ‘What’s the point in investing in this constantly while the world passes around me?’” Arnold began prioritising her friends, started going on long walks while listening to podcasts, and, importantly, gave herself time to grieve.Īrnold is on the other side of the employee/employer relationship to Jürgen, but says her team noticed the difference when she stopped “micromanaging” them. After a relative passed away, Arnold found herself questioning this unsustainable work ethic. “Instagram made me feel that, in order to be successful, I had to be working 24/7,” she tells GQ. Although she’s self-employed (and therefore in a more privileged position than many workers), Arnold sees herself as quiet quitting or, more aptly, rejecting hustle culture, particularly post-pandemic. This is something Lucy Arnold, an activewear brand founder, has started to turn against.
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Perhaps it's actually late capitalism (and clueless hustle culture cheerleaders like Molly Mae) – encouraging you to measure your worth via professional achievements big and small – that convinces you otherwise. She adds: “Here we move to individualise the problem, blaming the worker instead of seeking organisational solutions – for instance, appropriate workload and the enactment of employee-centred wellbeing policies – or societal ones, like social security and the four-day working week.” What’s more, as Klotz says, in many jobs, a transactional relationship like this – “where people have minimum expectations of one another, and the job gets done” – isn’t even a bad thing. Kordowicz says the negative connotations of this phrase have already led to workers “being labelled as ‘lazy’ or ‘snowflakes’ in the right-wing media”. This content can also be viewed on the site it originates from.
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