Quiet Quitting is a Polite Way to Say Time Theft

“I believe in the dignity of labor, whether with head or hand; that the world owes no man [person] a living but that it owes every man [person] an opportunity to make a living” — John D. Rockafeller Jr.

Quiet quitting is not new. It’s been around for a long time. However, it’s being framed in a way that is not as blunt as it used to be described by generations of workers. Slackers. Pooch pounders. Dog f******s. These were expressions previously used when calling out the poor work ethic of colleagues or subordinates. But these might be rightfully considered distasteful or politically offensive terms now.

Perhaps because of a currently strong job market in many places across North America, some workers may be feeling that they have more leverage and leeway than ever before with their employers. Clearly, with very low unemployment rates, some workers, in some industries (looking at you laptop class), may be taking more liberties than normal during working hours. The pendulum is in the favor of workers after all. We’re being told that there is a “war for talent”. At least for now. Though that narrative may be changing as I write this.

But there is a bigger discussion that needs to be had, that looks at the perspectives of both employers and workers. I’d like to scan some of the bigger issues that I believe have brought many work places to this moment. A balanced look at the issues is important, to better understand the underlying reasons behind what is going on and how it is being interpreted.

EMPLOYERS

It is obvious that there are a certain number of employees that are dissatisfied with their current working conditions or jobs. It’s always been like this. But it seems to be getting a lot more attention these days. I think employers, especially large ones like major corporations, need to step back and assess how their workers might be feeling. In no particular order, here are some key topics that I believe could be reviewed:

• are your workers being paid a fair and competitive wage that allows them to at least keep pace with inflation?
• is the pay fair for a fair day’s work? If not, why not? Inflation is running hot and a lot of people are having a hard time keeping pace with rapid rises in the cost of everyday necessities (i.e. food, gasoline, shelter etc.)
• considering the above, are your workers feeling exploited or undervalued? If yes, then their inclination towards productive output will likely be limited.
• are workers being given a voice in how their workplace is operating? Are constructive suggestions and feedback to improve work processes or the general workplace climate encouraged?
• are the skill sets of workers being appropriately matched to tasks, to maximize their utility and engagement in work?
• does nepotism override meritocracy when promotions are being given? If it does, then the workforce will quickly become cynical as colleagues know the true competency and depth or substance that their peers possess. If the wrong people are being promoted (or not the best candidates) then it is almost inevitable that a negative tone will begin to permeate the workplace.
• nobody likes to be micro-managed. Are your managers or supervisors doing this at the expense of disengaging staff and killing morale? If yes, then maybe trust should be afforded until proven wrong by a particular worker. People quit bosses more than they quit their job.
• is a sincere effort being made to create and maintain a positive, inclusive and diverse workplace culture? Workers need to feel some sense of safe belonging and appreciation for their efforts, as an organization works towards common goals.
• for large corporations in particular, productivity increases over recent decades have not translated into meaningful (after-inflation) wage increases for the vast majority in the labour force. Labor has been short-changed for far too long. It’s time to share the wealth with the very people that contribute to your productivity and profitability gains. Stop ripping your workers off!

EMPLOYEES

If you are a disgruntled employee, it is important to recognize and appreciate that labor markets go through cycles. Right now employees seem to be in a position of strength, considering all the job openings going unfilled right now. However, it’s prudent to remember that this situation is unlikely to be long-lasting. Economic slowdowns or recessions can lead to job losses, relatively quickly.

Photo by mahabis footwear on Unsplash

For employees, below are some considerations to bear in mind, with respect to so-called “quiet quitting”:

• the bailouts and handouts that many employees received during and because of the COVID pandemic were temporary and extraordinary. Don’t count on a recurrence of this in the future. Governments are deep in debt and broke.
• as noted above, job market conditions can and do change. The pendulum will again eventually move to favor employers.
• recessions and economic slowdowns=job loss. Don’t take yours for granted.
• try your best to add value at your job, every workday. Contribute and prove your worth to superiors and colleagues. That is how you earn respect at work.
• be productive. Be efficient. Be kind and be cooperative.
• put in a fair and honest effort. Earn your keep.
• demonstrate integrity for your character will be judged by what you choose to do when nobody is watching (or able to watch you).
• if your job is unfulfilling (or even worse you hate it) seriously consider moving on. Now. There is no shame in admitting that your current job is not a good fit for you. What’s shameful is taking pay and purposely working much below your productive capacity, on purpose.
• further to the point above, find a job that you at the very least don’t mind or can tolerate. If you are unhappy at your job, that’s on you. It’s not your employer’s job to help you find happiness. This is a transactional relationship. They pay, you play.
• if you aren’t getting the promotion you want, again, move on! Maybe you’ve hit a ceiling and that’s ok. Work for those who fully value you.

Photo by Magnet.me on Unsplash

• traditionally your workplace reputation mattered for a future reference check. It may not matter as much right now, but eventually it will. Your voluntary slack effort may come back to haunt you.
• finally, for the work from home laptop class, in particular; don’t blur the lines between your personal time and your work time. Walking your dog, doing laundry, running chores etc. on the company’s time is simply time theft. It’s a form of stealing. At a minimum, be transparent about such breaks from your work hours so that the time can be made up in an honest manner.

It’s fair to say that “quiet quitting” has created quite a storm in workplaces all over. I believe that this moment should be looked at objectively, through a lens of understanding the perspectives of both employers and employees. Instead of focusing on blame, efforts should be made to improve employee engagement. This does not mean coddling workers. It means showing sincerity and genuine interest in hearing out their concerns. In turn, employees have a duty to fulfill their workplace obligations to the best of their productive capacity. At this time of friction between employers and employees, demonstrating integrity is necessary for society to continue to prosper and enhance everybody’s collective standard of living.