Generation Z has a new solution for workplace burnout: “quiet quitting.” The idea is simple — stop going above and beyond your job description and pay grade.
The trend, which took off on TikTok, sounds ideal. Log off at 5pm. Check. Spend more time with family instead of volunteering for extra tasks? Count me in.
However, the people who tend to experience the highest levels of burnout — women and people of color — probably cannot afford to “quiet quit.”
Women working in the US report experiencing higher rates of job burnout compared with their male counterparts, according to a Gallup poll from last year.
Here is one explanation: From keeping track of colleagues’ birthdays to ensuring the office coffee is stocked, many women are burdened with work that does not advance their careers, said Celeste Headlee, author of Do Nothing: How to Break Away from Overworking, Overdoing and Underliving.
Women of color are even more prone to feeling burnt out, according to Deloitte’s most recent Women at Work survey, and they are less likely to disclose their mental health concerns at work.
On the face of it, “quiet quitting” seems like a logical response — if you are overburdened, why not scale back the work you are doing, especially if it is going unrewarded anyway? The problem is, women and minorities could face greater risks when it comes to advancing in their careers and keeping their jobs by doing so.
A study of retail workers this year found that managers already underestimate women’s potential more than men’s, making them 14 percent less likely to be promoted when compared with their male counterparts. Many black employees feel that they need to work twice as hard due to unfair performance reviews and overdue promotions, and people of color were disproportionately affected by job layoffs at the start of the COVID-19 pandemic.
“Quiet quitting” could exacerbate these inequities in the workplace.
Any time a person of color or a woman tries to establish healthy boundaries for themselves, they are much more likely to be seen as troublemakers, Headlee said.
Never mind doing the bare minimum at work. Some research shows that women and minorities face harsher punishments than others for making the same mistakes. So it is not just career growth and workplace relationships that might suffer from “quiet quitting” — being terminated might be a risk, too, if employers see scaling back as shirking your duties.
As a member of Generation Z who entered the workforce in the face of COVID-19, I understand why my generation is now resisting “hustle culture.” We took up side hustles and freelancing to make up for lost opportunities because of the loss of front line jobs during the pandemic. We have been inundated with TikTok videos on how to earn extra cash, and working from home has blurred the boundaries between our jobs and the rest of our lives. “Quiet quitting” is our way of reclaiming energy and power at work.
Perhaps this approach works for some, but for those who want to do less at work without risking backlash, it is worth questioning what is behind your burnout or dissatisfaction. Are you being saddled with non-promotional work? Do you feel that your efforts are going unrecognized? Are you lacking opportunities for advancement? Are you underpaid?
“Quiet quitting” might give you some temporary peace of mind, but it does not make these issues go away.
Instead of silently resisting, it would probably be more helpful to raise these concerns with your boss and brainstorm other solutions. Leaning on mentors and allies, inside and outside of your company, can help you navigate those conversations, and if having an honest discussion about your work-life balance leads to conflict or punishment, that is usually a sign to start searching for another job.
I would like to see more employees advocating for themselves instead of “quiet quitting.” Document instances of overwork — whether it is regularly having to log on after hours, answering calls over the weekend or being assigned more work than you can handle — so you can point to specific instances when talking to your supervisor about boundaries. Ask for support in setting priorities and managing your workload. If you are asking for a promotion or a raise, highlight specific achievements to show how you add value to your team.
“Quiet quitting” sounds like a good idea, but it could hurt your long-term career prospects. For young workers, especially women and minorities, that is a steep price to pay to jump on a trend.
This column does not necessarily reflect the opinion of the editorial board or Bloomberg LP and its owners.
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