What is silent resignation from work? It may not be what you think

(CNN) — Years of long hours, understaffed companies and burnt-out employees have led to TikTok’s latest trend: quietly quitting work.

However, the slogan of quietly leaving work is misleading, leading people to think it means putting minimal effort into their work.

That’s unequivocally untrue, said Kathy Caprino, a female leadership and employment coach who lives in Connecticut and is the author of “The Most Powerful You: 7 Bravery-Boosting Paths to Career Bliss.”

“It’s about stopping doing work that people think is beyond what they were hired for without pay,” he said.

Employees continue to excel at their jobs, but they’re not working overtime to do it, former engineering consultant Paige West told CNN.

“While I was doing my 9-5 job, I was still working my 40-hour week. I was still getting my work done. I was just letting go of that feeling of stress,” she said.

The drastic change in the workforce during the pandemic has largely led to an increase in this behavior, said S. Chris Edmonds, founder and CEO of The Purposeful Culture Group, a Colorado-based consulting firm that helps senior leaders create a positive work culture.

Companies imposed additional responsibilities on employees because some organizations were unprepared for the pandemic and the large number of resignations and changes, he said.

New ways of eating in the office due to the pandemic 3:14

Many people also became frustrated when officials insisted on certain rules, such as returning to work in person, leading to more burnout and frustration, Edmonds said.

According to a Gallup poll published in March 2022, only 24% of Americans believe their bosses have their best interests in mind.

Quitting some of your job duties that you think are beyond your duties out of the blue isn’t a lasting solution, but there are other ways to get what you want, Edmonds said.

Assess your priorities when considering a quiet resignation

To set boundaries in your job, you need to know what your boundaries are, said Octavia Goredema, career coach and author of “Prep, Push, Pivot: Essential Career Strategies for Underrepresented Women.”

“The fastest way to burn out is to disrespect what matters most to you,” he said.

For some, that may be leaving work on time instead of being two hours late, Goredema said.

Employees should ask themselves which tasks make them feel fulfilled and which ones matter less, he said.

From there, you can focus on your priorities and what you need to get the job done, Goredema said.

Share your needs

After figuring out what position you need to be successful and happy doing it, it’s best to talk to your direct manager so they get some understanding, Edmonds said. Communication is essential.

You may have one idea of ​​your job responsibilities and your boss may have another, Caprino said. If you stop doing certain tasks because you feel they’re not in your category, it could make you feel like you’re slacking off if your boss thinks those activities are part of your job, he said. .

“Even at the head of my own team, if I suddenly had to stop doing the job that everyone assumed I was doing, there would be problems and things would go wrong,” Caprino said.

If you want fair compensation for any extra work you’ve done, present your boss with facts about your job performance and what you’ve accomplished so far, he said.

Communicate with your employees

From a manager’s perspective, it’s important to understand your employees and make sure they feel supported in their respective roles, Edmonds said.

“The responsibility of employers is to find out what people perceive to be right and then do no less than that,” he said.

Leaders need to focus on regular conversations and building relationships with their employees, Edmonds said.

Conversations could extend beyond work to include some of your personal interests and priorities, as this can often affect your professional life, Caprino said.

“If you don’t understand the internal mood of your employees, things will happen that will surprise you,” he said.

Managers should consider having one-on-one meetings with their employees at least once a quarter, Goredema said.

“We have to show that we are committed as leaders, that we are involved,” he said.

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