Doing exactly what you are told to do, not more, not less – is “Quiet Quitting.” And those who practice the process are called quiet quitters. So, quiet quitting is not quitting as such, but rather doing precisely what is expected to be done within the time duration and for the money and facility paid for. Going the extra mile, or even an extra millimeter, is not part of this movement.
It must be noted that the primary objective of quiet quitting is not to disrupt the workplace or workflow but instead to avoid vocational burnout and to create space for one’s mental health and personal well-being.
Recently, the phrase – quiet quitting – is getting enough thrust and support from Western nations and US workers. And quiet quitting is hurting organizational efficiency and outputs, also becoming a concern for management and owners.
If quite-quitting is a scenario linked with employees, “Quiet Firing” is an even more interesting phenomenon associated with employers, reducing the scope of a worker’s responsibilities so that employees will be encouraged to quit voluntarily.
If quiet-quitting helps employees find space for their mental health and feelings, quiet-firing aids employers in finding space for newer talents.