With a seemingly large number of employees taking part, it’s no surprise that managers are worried about quiet quitters. However, those who are deemed to be “quietly quitting” want their side of the argument understood.

The concept of “quiet quitting” has become quite popular in the workplace recently. From CEOs to middle management, many have begun to worry about their staff’s performance, productivity, and overall happiness with their roles. However, the younger generations of workers want to make one thing clear: They are not becoming lazier, but rather doing the jobs they were hired to do.

Quiet quitting is (loosely) defined as an employee who has scaled back the scope of their work or has become disengaged from their role and responsibilities. Instead of going above and beyond on multiple projects or ideas, they simply perform the tasks or duties as they are listed in their job description. The term has most often been applied to employees who fall under the category of Millennials or Gen Z, as recent studies show* that members of these generations are less likely to feel cared about in the workplace, and feel as though they have less opportunity to develop professionally, causing them to withdraw from their roles, regardless of whether management agrees or disagrees with those sentiments.

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