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What you can do about “quiet quitting”

Unless you’ve been sequestered away in a fallout shelter for the past month or two, you’ve probably heard of “quiet quitting.”

What you can do about “quiet quitting”

If you’re unfamiliar: Quiet quitting is a broad term used to describe the act of doing the absolute minimum at your job. Or, at least, not going above and beyond.

Basically, talented people feel they’re expected to do too much, and employers feel their employees are slacking off.

It’s indicative of an overwork culture that’s more common to the US than, say, Vienna‚ which is where we’re located.

Here’s how we think about it:

  • We set clear, specific output goals. If they’re hit, everyone wins. People shouldn’t be expected to do more, or less, than they’re asked. Good managers set good expectations, and good team members deliver on those expectations.
  • We expect our team members to do good work. It’s no surprise that better work reaps better rewards. Doing the bare minimum is harmful to team members and to their employers. We set high expectations for quality of work—and we think it shows.

The Crew’s insight: Much of the “quiet quitting” frustration appears to come from poor management which, in turn, results in poor output.

Our advice? If you feel like quiet quitting, talk with your clients or your manager about expectations.

If you have team members who you feel are doing the bare minimum, have an honest chat with them about what’s expected.

Transparency can solve many problems, and this may be one of them.