With millions of views on TikTok, videos about “Quiet Quitting” have recently grabbed media attention. This trending topic among Gen Z’ers in the workplace has stirred up some controversy – and confusion.
The name itself, “Quiet Quitting”, certainly lends itself to some misinterpretation, but a deeper look can tell us something that may not surprise us after all.
What is “Quiet Quitting”?
Quiet Quitting is actually not quitting at all! Essentially it is intended as an adage to the old saying, “Don’t live to work. Work to live.” While it is well intended – encouraging people to avoid burnout, prioritize family, mental health, and home life over work – there is also an element that can be taken too far.
Many are interpreting this to mean they should clock-in, clock-out, and do the bare minimum in between. The trend suggests that going above and beyond is foolish, unrewarded, and should not be done. Now, I’m not here to categorize the generation below me as slackers or entitled. That’s been done down the line for many years, and each generation usually ends up proving the naysayers quite wrong. I’d even say Gen Z are fighters. They’re passionate, and this movement is just another example of how they are able to use their resources to make a statement.
But where is this dissatisfaction with “the hustle” really coming from?
People are quick to place responsibility on employers – calling for more rewards, raises, and recognition for employees who are going above and beyond. And while that may be a part of it, I suspect this runs much deeper. According to a Gallup survey, only 31% of people born after 1989 are engaged at work. Essentially, this tells us that more than ⅔ of Gen Y (Millennials) and Gen Z workers simply don’t care about the work they are doing.
And when we take a look at the trajectory of the American Dollar, the American Family, and the American Workforce since the 90’s, it makes sense that the “American Dream” just isn’t motivating to the younger generations.
Let’s break it down with numbers:
What you could buy with $1 in 1990, would now cost $2.26.
The average household income in 1990 was about $55,000, with only 30% of two-parent households having both parents working full-time.
In 2022, nearly 50% of all two-parent households have both parents working full-time.
With the increase in dual-income homes, and with buying power of the dollar decreasing by more than half since 1990, you might assume the average household income would have AT LEAST doubled.
Unfortunately, in 2022 the average household income in the US is $67,000.
And let’s not forget the average price of a home has gone from $79,000 to $348,000 in this time frame, as well.
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So HOW are families surviving? (Well, we could write another article about the reliance on credit and the debt crisis we are facing…but we’ll glaze over that for now.) And more importantly, WHY would the children who have grown up in this period – watching their parents work harder over time, and afford less – have any faith in the American Dream…or the “hustle”?
Why would they sacrifice an ounce of their mental health, a moment of their children’s milestones, or their “after hours”, for the system they have watched decline before their eyes?
Social Security is no longer a guarantee.
A single year at a reputable college is now double most starting salaries.
Those in their 20’s are ridiculed by older generations for still relying on their parents for housing and other needs.
But with a quick glance at these figures, we can see why what was once achievable simply isn’t for the average person anymore.
Unfortunately, business owners and employers are taking the brunt of this shift in the way people are prioritizing their work. While this varies among industries, we have all likely felt the adjustments being made in the workplace to reflect it.
I wish I had a solution to offer. But I’m just a “Geriatric Millennial” (1984) trying to navigate the system myself. However, it is important to note, many changes that have come from this shift are very positive, and reflect a culture that respects the employee outside of work.
My most sound advice: Find work that feels meaningful. And if the work itself isn’t something you’re passionate about, at least find employers, business owners or company missions that you care about to help be successful. And if you’re not sure how to BE that type of employer, just know it isn’t always a matter of more money – because that obviously isn’t always available. Sometimes transparency, flexibility, and fairness are the most valuable things you can offer your team, especially a team who has learned they can’t trust the system.
Please feel free to share your thoughts on this topic, as I know there is so much more than what I’ve covered here.