Quiet Quitting, Quiet Firing and Quick Quitting Trends

Can we stop blaming Gen Z for Quiet Quitting, Quiet Firing and Quick Quitting Trends?

They spoke for us and thank you!!

Quiet Quitting

Quiet quitting is not slacking off but setting the boundaries and some people have been backlashed. Quiet quitting comes with the privilege at the time and where you are in your journey. I admit it may not be right for everybody and may depend on the company's expectations. When life happens to us, we start self-reflecting and modifying our approach and it is okay to put your need first before your boss. I believed in hustle culture from the corporate world, but I have missed many critical moments at home to climb up the ladder. My boss used to book lunch meetings and I couldn't say no. Their KPIs were mine. I was constantly on my blackberry after hours/ during vacation replying to emails. One day I got laid off in 60 secs over the phone. That's when I realized, nobody will remember you going above and beyond or skipping your breaks, leaving small kids behind and travelling on weekends, working after hours, when there is cost cutting/restructuring. There is no family at work. You are replaceable in secs. Please have boundaries from day one. Here is my interview with City News.

Quiet quitting is a message to employers, no you are not entitled to an employee engagement unless you do something about it. Quiet quitting is doing the job you are supposed to do and protecting your boundaries as simple as that. No free coffee, lunch, or branded cheap swags, will work anymore for employee engagement. Why are employees blamed for employee engagement?

The leadership team needs to outline clear expectations and what is considered going above and beyond. Is it volunteering after hours for their cause? how do you measure those hours, do they get a salary increase later? what if an employee can't commit to team building/ volunteering after hours? people have life after work, is that quiet quitting? how about you plan all our team-building activities during work hours? how hard it is not to exploit employees in the name of giving back where you raise billions of dollars and take credit. People have their own charities they participate in regularly and they do this willingly not by being forced.

Forcing people to sign up for overtime hours regularly because you can't forecast the call volume/ busy days / unforeseen circumstances when someone calls in sick/ goes away on the vacation?

You are incompetent for resource planning/ scheduling and now blaming employees for client satisfaction. Your outdated machines break down regularly and employees have to put up with escalation. You have non-stop busy traffic and yet you don't hire more staff and use your managers as a backup for helping in front, but you make billions? you use "duties as assigned" as a loophole to dump the tasks employees were not hired for, and when staff speaks up about the broken process you will resort to blaming " you didn't go above and beyond". Do you get the point why employees tend to quiet quit? because they have had it!

"Quiet quitting" is about rejecting the notion that work has to take over one's life as simple as that. Ontario now has the right to disconnect policy, know your right. This might not apply to all professions. Employers that employ 25 or more employees are required to have a written policy on disconnecting from work in place for all employees. The term “disconnecting from work” is defined to mean not engaging in work-related communications, including emails, telephone calls, video calls or sending or reviewing other messages, to be free from the performance of work. Read more here.

Quiet Firing

This is the new term but has been in practice for years. Quiet firing is managing people out to the point they quit on their own. Sometimes quiet quitting might contribute to quiet firing. Maybe the next promotion will go to someone else because you couldn't work after hours, join happy hours, golf club, join smokers' group, etc. This is where managers are walking the thin line of discriminating against workers. When leaders do not outline the key performance indicator (KPI) for measuring productivity and hold employees accountable for a missed promotion that to me is a quiet firing.

There is a wrong way to terminate & the right way to terminate. Managers who avoid confrontation, sugar-coat feedback, and do not deliver feedback on time may resort to quiet firing behind the scenes. Are employers spying/ monitoring on you to exit you?

Employers that employ 25 or more employees on January 1 of any year are required to have a written policy on the electronic monitoring of employees in place. Read more here about policies.

We are not a right fit for all the jobs, if you realize it then you have the option to leave. but if you are targeted to quit, you need to watch your back as an employee. Was the procedure followed? how can you document and fight back?

Examples of quiet firing in my opinion. Is your manager quiet firing you?

  • Lateral promotion with more responsibilities without a salary increases

  • Low ratings on performance reviews without valid reason and without ongoing coaching throughout the year. This approach will now impact employee engagement, employee salary and promotion. Watch the video here on how to protect yourself.

  • Putting an employee on a Performance Improvement Plan (PIP) without having several discussions in advance and support is purely done to manage employees out with the cause. Which will impact the severance and employment insurance.

  • Hiring external people with the same experience but paying them the way higher than internal staff doing the same exact job

  • Micromanaging to the point employees lose confidence and develop self-doubt and go on stress leave due to mental health

  • No accommodation is provided for people returning back from leave in order to manage them out

More on the video below and how to document the wrong full dismissal/ are you being quiet fired by your manager?

Quick quitting

Workers are still outright quitting their jobs as quickly as possible, as per LinkedIn. There is no standard rule of how long you should be at your job and why. Gone are those days when we stay at one job until retirement. Being loyal is costing many people during layoffs. Depending on the way the layoffs are done maybe people with seniority will be laid off first. Staying longer at one company may not be a strength anymore. I wish I had job hopped many times before my layoff. I quit 2 jobs within a year back-to-back to start consulting at Teachndo Career Consultancy for Job Seekers.

I get many clients who want to quit within a couple of months because of various reasons such as micromanagement, low pay for more work, no work-life balance etc. But they delay their exit just because of " what would other people think". My client who was a newcomer in Canada got multiple recruiters reaching out each month within a year and refused to switch. She reached out to me and ask, " is it okay to quit for more money". I asked her if money is her motivation and if it is her dream company, to take that but do informational interviews first. The second time was due to a micromanager she asked," is it okay to quit". I said QUIT because I can relate.

Can we normalize job hopping and quick quitting without any bias and discrimination?

Here are things you could do as a candidate to spot the red flags during the interview.

Ask these questions during job interviews and take your power back but strategically.

The interview is a two-way street. Watch how the hiring managers answer these questions. Leaders who ridicule the team and past employees might make or break your career. These questions need to be customized based on the roles and conversation. You don't want to sound too direct either.

  • Can you describe the traits of a high performer, and how is it measured?

  • What is going above and beyond mean to you?

  • How do you measure employee engagement?

  • How do you manage/ coach low performers?

  • What are the traits of low performers based on this role?

  • What would your team say about you?

  • How do you deal with someone who disagrees?

  • How do you spot high performers/ low performers?

  • When was the last time you had constructive feedback from your team/ manager, what did you do after?

  • What do you like about your team the most?

  • What does work-life balance mean to you?

  • What do you consider micro-management?

  • Can your team function if you were to go away on a vacation for a couple of weeks?

  • When was the last time you promoted a person from your team?

  • How do you recognize the high-performer and motivate the lower performer to increase productivity?

  • What are the deliveries for 60-90-365 days for this role?

20 + questions here

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