Next Trendy Name for an Age-Old Problem

The age-old problem of disengaged employees has been discussed everywhere recently.
 
But under a new name: “Quiet Quitting”.
 
🚩 𝙉𝙤𝙬, 𝙖𝙘𝙘𝙤𝙧𝙙𝙞𝙣𝙜 𝙩𝙤 𝙩𝙝𝙚 𝙡𝙞𝙣𝙠𝙚𝙙 𝙖𝙧𝙩𝙞𝙘𝙡𝙚, 𝙩𝙝𝙚 𝙣𝙚𝙭𝙩 𝙪𝙥𝙘𝙤𝙢𝙞𝙣𝙜 𝙩𝙧𝙚𝙣𝙙 𝙞𝙨 “𝙌𝙪𝙞𝙘𝙠 𝙌𝙪𝙞𝙩𝙩𝙞𝙣𝙜”.
 
Based on LinkedIn data, it states that employees are increasingly willing to walk away, after only months or even weeks at a new job.
 
Not only limited to seasonal or ad hoc employees, but also to those working in more traditional, professional industries.
 
Often due to an employer overselling or misrepresenting a job to candidates.
 
✅ And, although not mentioned in the article, by not having a robust onboarding program in place.
 
An important practice that ensures new hires feel welcome and fully integrated into their new roles and organizations.
 
Which, if missing, has traditionally also been a reason for new hires to leave a job quickly.
 
💠 Let’s cut to the chase.
 
This article at least admits that “Quick Quitting” is not a new phenomenon.
 
Which all “Quiet Quitting” articles have not.
 
And their use of new, faddish terminology potentially perpetuates the myth that these age-old problems are newly emerging trends.
 
Providing a smokescreen behind which leaders can hide, for issues that have, in fact, been around for years.
 
Yes, maybe the new language catches people’s attention.
 
But if perceived to be new problems, it is easier to hide behind the excuse of a solution not yet having been developed.
 
𝙒𝙝𝙚𝙣 𝙩𝙝𝙚 𝙖𝙣𝙨𝙬𝙚𝙧 𝙝𝙖𝙨 𝙗𝙚𝙚𝙣 𝙖𝙧𝙤𝙪𝙣𝙙 𝙖𝙡𝙢𝙤𝙨𝙩 𝙖𝙨 𝙡𝙤𝙣𝙜 𝙖𝙨 𝙩𝙝𝙚 𝙥𝙧𝙤𝙗𝙡𝙚𝙢 𝙝𝙖𝙨: 𝙀𝙣𝙜𝙖𝙜𝙚 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙖𝙣𝙙 𝙘𝙧𝙚𝙖𝙩𝙚 𝙘𝙖𝙧𝙞𝙣𝙜 𝙘𝙪𝙡𝙩𝙪𝙧𝙚𝙨.
 
Quite simply, before COVID, organizations could more easily ignore the signs of disengaged employees and toxic cultures.
 
No more.
 
Now, since people’s priorities have shifted, the days of living to work are gone.
 
And employees are demanding changes to how they want work to be.
 
Or they will not stay.