Name: Quiet quitting: Are Gen Z on mute?
Uploaded: 2023-06-22T12:24:00.477Z
Duration: 441.37

Quiet quitting teaser.mp4

Quiet quitting.vtt

English

{{00:00:00}}
I think people have the ability to
change, but what it is we want them

{{00:00:06}}
to change, is it from quiet quitters,
to loud quitters, or to no quitters,

{{00:00:11}}
you know, so maybe choose your verb.

{{00:00:24}}
Why do you think that there's been
such a surge in interest around the

{{00:00:27}}
idea of quite quitting recently?

{{00:00:29}}
So it's a very hot topic at the moment.

{{00:00:31}}
If you go into Google, there's
lots of quiet quitting,

{{00:00:35}}
quiet firing, quiet hiring.

{{00:00:39}}
So the quiet seems to
be the pertinent word.

{{00:00:42}}
So, 2021 we had in the States,
I think it was 41 million people

{{00:00:48}}
left their jobs, resigned.

{{00:00:50}}
And now, we have three types of people
in work, people who are engaged, people

{{00:00:56}}
who are disengaged, and this is where
we talk about the quiet quitters.

{{00:01:01}}
So, people who go into work and do-
it's kind of like the box, they do just

{{00:01:06}}
what it says on the tin, nothing more.

{{00:01:10}}
So they're disengaged,
maybe demotivated.

{{00:01:15}}
So it's an issue for organisations.

{{00:01:18}}
And not only is this surge in
interest, started originally from

{{00:01:22}}
TikTok, but it's also coincided
with Gen Z joining the workforce.

{{00:01:26}}
So if millennials are associated
with that sort of hustle

{{00:01:28}}
culture, is quiet quitting what
Gen Z will be remembered for?

{{00:01:32}}
The millennials, yes, were known
for the hustle, even doing work

{{00:01:37}}
on the side, working weekends,
doing that little bit more.

{{00:01:40}}
Now we have the next generation
coming up, who are digital natives.

{{00:01:46}}
They have- they say that
they're the first generation

{{00:01:52}}
to experience diversity.

{{00:01:55}}
Financial security is important to
them because their parents have gone

{{00:02:00}}
through a recession, so they are
born into an environment, through

{{00:02:06}}
no fault of their own, they're just
born because they're born in the year

{{00:02:08}}
that they were born, and they are
the ones that we are now looking at.

{{00:02:14}}
So do we accept, or do we try
and help them to become engaged?

{{00:02:20}}
So as organisations, as management,
as leaders, how do we offer or

{{00:02:27}}
engage these- this generation?

{{00:02:29}}
So what do they need?

{{00:02:31}}
They need four things.

{{00:02:32}}
They need to feel cared about.

{{00:02:35}}
So, the human connection which has
been difficult over the last number of

{{00:02:41}}
years working from home, the virtual
world, Zoom, WebEx, all of this.

{{00:02:46}}
So they want to feel cared for.

{{00:02:49}}
The other thing they want to feel,
that they're being developed.

{{00:02:54}}
That somebody is there to
support them and develop them.

{{00:02:57}}
They want to feel nurtured and they
want opportunities to grow and learn.

{{00:03:01}}
So what are we doing as organisations
to facilitate those needs?

{{00:03:08}}
Or do we just accept that, as on
TikTok, they are the generation

{{00:03:13}}
who are quietly quitting.

{{00:03:14}}
So what if we do nothing?

{{00:03:16}}
So as businesses become more aware
of the importance of a mentally

{{00:03:20}}
healthy workforce, and obviously
this particular generation really

{{00:03:23}}
does care about how a company, or
whatever they're involved in, sort

{{00:03:28}}
of looks on and, and makes sure it's
important, should we be demonising

{{00:03:33}}
quiet quitting as this form of
slacking or, really championing

{{00:03:37}}
it as a preventer of burnout?

{{00:03:40}}
I think, I probably
will go with the latter.

{{00:03:44}}
So it's about championing it to believe
that we can provide for this generation

{{00:03:54}}
around mental health, mental wellbeing.

{{00:03:57}}
It's understanding their
intrinsic motivators.

{{00:04:00}}
Like why do I get up,
why do I go to work?

{{00:04:04}}
Their purpose.

{{00:04:05}}
And very often we assume,
what they need, but in

{{00:04:11}}
actual fact, we don't know.

{{00:04:12}}
So how do we know?

{{00:04:13}}
By talking to them, by engaging with
them, by having feedback sessions,

{{00:04:19}}
by asking for feedback, by having
mentoring sessions, brainstorming.

{{00:04:24}}
I'm a big believer in
different types of meetings.

{{00:04:27}}
So when you are engaging
with this generation, there's

{{00:04:30}}
a purpose to the meeting.

{{00:04:31}}
So today we're talking, we're
going to have a development.

{{00:04:33}}
You know, what do you need from me?

{{00:04:35}}
How can I help you,
as your mid-manager?

{{00:04:39}}
And as well as quiet quitting,
there's been a buzz around, as you

{{00:04:42}}
kind of alluded to in the beginning,
quiet firing and even quiet hiring.

{{00:04:46}}
So why are we all sort of mute,
so to speak, and should we be

{{00:04:50}}
louder about our feelings at work?

{{00:04:52}}
How important is that?

{{00:04:54}}
Yeah, so it's a great question.

{{00:04:55}}
Why are people quiet?

{{00:04:57}}
Why are people not vocal
about these things?

{{00:05:04}}
Is it fear?

{{00:05:05}}
Is it a lack of security?

{{00:05:07}}
Is it the world we live in,
which now is very, very volatile?

{{00:05:12}}
We're living in this very strong VUCA
world, politically, economically,

{{00:05:18}}
people have families, the reality,
sometimes the lack of autonomy for

{{00:05:25}}
people to make decisions because they
have a mortgage, they have children.

{{00:05:30}}
So, I think it takes courage and
bravery, and this is where the

{{00:05:35}}
importance of leadership, and
leaders aren't born, they're made.

{{00:05:39}}
So what are we doing to elevate
leadership in our world today,

{{00:05:43}}
starting with our generation-
our different generations?

{{00:05:47}}
And also the importance of the
established leaders tapping into their

{{00:05:54}}
skills and their mindset because there
are some amazing leaders out there.

{{00:06:00}}
So I think it is that
cross-generational, that community of

{{00:06:06}}
what does leadership need to look like
in today's world and in the future?

{{00:06:12}}
Do you think that quiet quitting
is the next-gen craze, or does

{{00:06:16}}
it reflect this wider shift in
priorities for the workforce today?

{{00:06:21}}
And really, what can businesses
learn from quiet quitting?

{{00:06:24}}
What business can learn,
I suppose, is listen.

{{00:06:28}}
I think listening is critical.

{{00:06:31}}
Providing forums, feedback,
giving and receiving.

{{00:06:38}}
Because once you know what it
is, and you do a really rigorous

{{00:06:43}}
diagnostic assessment, it's like
going to the doctor, if I know

{{00:06:48}}
what's wrong, then I can come up
with different scenarios to fix it.

{{00:06:53}}
Yeah?

{{00:06:53}}
So I think listening, and I
personally don't like to- I think

{{00:07:01}}
people have the ability to change,
but what it is we want them to

{{00:07:07}}
change, is it from quiet quitters,
to loud quitters, or to no quitters?

{{00:07:12}}
You know, so maybe choose your verb.

I think people have the ability to
change, but what it is we want them

to change, is it from quiet quitters,
to loud quitters, or to no quitters,

Why do you think that there's been
such a surge in interest around the

If you go into Google, there's
lots of quiet quitting,

So the quiet seems to
be the pertinent word.

So, 2021 we had in the States,
I think it was 41 million people

And now, we have three types of people
in work, people who are engaged, people

who are disengaged, and this is where
we talk about the quiet quitters.

So, people who go into work and do-
it's kind of like the box, they do just

So they're disengaged,
maybe demotivated.

And not only is this surge in
interest, started originally from

TikTok, but it's also coincided
with Gen Z joining the workforce.

So if millennials are associated
with that sort of hustle

culture, is quiet quitting what
Gen Z will be remembered for?

The millennials, yes, were known
for the hustle, even doing work

on the side, working weekends,
doing that little bit more.

Now we have the next generation
coming up, who are digital natives.

They have- they say that
they're the first generation

Financial security is important to
them because their parents have gone

through a recession, so they are
born into an environment, through

no fault of their own, they're just
born because they're born in the year

that they were born, and they are
the ones that we are now looking at.

So do we accept, or do we try
and help them to become engaged?

So as organisations, as management,
as leaders, how do we offer or

So, the human connection which has
been difficult over the last number of

years working from home, the virtual
world, Zoom, WebEx, all of this.

The other thing they want to feel,
that they're being developed.

That somebody is there to
support them and develop them.

They want to feel nurtured and they
want opportunities to grow and learn.

So what are we doing as organisations
to facilitate those needs?

Or do we just accept that, as on
TikTok, they are the generation

So as businesses become more aware
of the importance of a mentally

healthy workforce, and obviously
this particular generation really

does care about how a company, or
whatever they're involved in, sort

of looks on and, and makes sure it's
important, should we be demonising

quiet quitting as this form of
slacking or, really championing

I think, I probably
will go with the latter.

So it's about championing it to believe
that we can provide for this generation

It's understanding their
intrinsic motivators.

Like why do I get up,
why do I go to work?

And very often we assume,
what they need, but in

By talking to them, by engaging with
them, by having feedback sessions,

by asking for feedback, by having
mentoring sessions, brainstorming.

I'm a big believer in
different types of meetings.

So when you are engaging
with this generation, there's

So today we're talking, we're
going to have a development.

And as well as quiet quitting,
there's been a buzz around, as you

kind of alluded to in the beginning,
quiet firing and even quiet hiring.

So why are we all sort of mute,
so to speak, and should we be

Why are people not vocal
about these things?

Is it the world we live in,
which now is very, very volatile?

We're living in this very strong VUCA
world, politically, economically,

people have families, the reality,
sometimes the lack of autonomy for

people to make decisions because they
have a mortgage, they have children.

So, I think it takes courage and
bravery, and this is where the

importance of leadership, and
leaders aren't born, they're made.

So what are we doing to elevate
leadership in our world today,

starting with our generation-
our different generations?

And also the importance of the
established leaders tapping into their

skills and their mindset because there
are some amazing leaders out there.

So I think it is that
cross-generational, that community of

what does leadership need to look like
in today's world and in the future?

Do you think that quiet quitting
is the next-gen craze, or does

it reflect this wider shift in
priorities for the workforce today?

And really, what can businesses
learn from quiet quitting?

What business can learn,
I suppose, is listen.

Providing forums, feedback,
giving and receiving.

Because once you know what it
is, and you do a really rigorous

diagnostic assessment, it's like
going to the doctor, if I know

what's wrong, then I can come up
with different scenarios to fix it.

Next-Gen Workforce

Expert Insight

The concept of doing 'no more, no less' than your job description demands is not a new idea, yet it has resurfaced on TikTok as the 'quiet quitting' trend going viral thanks to Gen Zer's advocating the practice. Have these digital-natives lost the 'hustle culture' affiliated with older generations? 

Niamh Jordan, Executive Coach & Leadership Consultant, discusses whether quiet quitting is a good or bad phenomenon and what we can learn from it.

Leadership

Gen Z

Future of Work

Employee experience, employee engagement 

quiet quitting

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xsmall_Niamh-Jordan-Professional-Photo-2d572ce1534198aa2ca548f713fa5cd6.jpg

Niamh-Jordan-Professional-Photo-2d572ce1534198aa2ca548f713fa5cd6.jpg

Niamh Briody Jordan

Regional Partner

Niamh Jordan explains the phenomenon of 'quiet quitting' and why businesses are worried about it.

Why quiet quitting is a hot topic

It would be a simplification to see millennials as hustlers and Gen Z as quiet quitters, but there are specific challenges Gen Z might face joining the workforce. Jordan believes there are certainly ways we can boost Gen Z engagement at work.

Is it a Gen Z trend?

What's with all the quiet? Find out what Jordan thinks is driving us to turn our mics off, and how she thinks we might be cured of our quietness moving forward.

A workforce on mute

It could be a next-gen craze, or it could be a reflection of shifting priorities in the workforce of today. Either way, businesses are going to have to learn from the phenomenon of quiet quitting if they want to keep employees engaged.