06Jun

If you’ve been surfing the internet lately, you might’ve heard the newest corporate term circling around: “quiet quitting.” Used to describe an employee setting boundaries at work and performing the bare minimum, the phrase and concept has recently gone viral. Essentially, some professionals are no longer willing to go above and beyond the duties of their job description, especially if they are not being compensated for the extra work. They are rather putting their personal lives and mental well-being first. 

What is quiet quitting?

CBS News describes the phenomenon. They say, “To some extent, quiet quitting may represent an evolution of the Great Resignation, with Americans pushing back against blithe employer expectations that they’ll obediently put in more hours each week without additional compensation. Whether the trend grows from a spark into a roaring fire that broadly reshapes cultural attitudes toward work and labor practices may depend on whether workers maintain the upper hand with employers.” 

The COVID-19 pandemic altered the corporate world in more ways than one, but it heavily shifted the idea of hustle culture. Particularly in the younger generations, many workers are noticing the toxicity of burning yourself out for a career. In terms of quiet quitting, it’s not about being lazy and ignoring your responsibilities. The focus remains on getting your work done, clocking out at appropriate hours, and relieving stress by avoiding the push of additional, uncompensated labor. 

How can a professional handle quiet quitting?

From an employee’s point of view, getting to this point can be scary and challenging. However, if you are feeling overwhelmed or overworked in your position, first try speaking with your manager and expressing your concerns. Practice strong communication and be sure to convey exactly what aspect of your day-to-day is bothering you. This could range from specific tasks, your paycheck, or time management issues. If your ideas don’t align with your manager, it may be time for an even bigger conversation.  

As an employer, it’s crucial to check in with your employees frequently to determine their feelings of support. Managers should hold quarterly, or even monthly, meetings with their team members to discuss job performance, goals, and expectations. In addition, opening the discussion for any concerns is key, as this will provide insight to any personal or professional worries your employees may have. CBS News elaborates, “Talks could expand beyond work to include some of their personal interests and priorities because that can often affect their work life. “If you don’t understand the internal state of your employees, things are going to happen that you’re going to be blindsided by.” 

While the phrase “quiet quitting” may be new, the practice is not. Hustle culture has been burning out professionals for years. Maintaining mental health and a quality personal life is taking precedent to climbing the corporate ladder. In the wake of the Great Resignation, employees and managers should be working together to create an environment that is not only productive, but healthy, respectful, and fair-minded as well.  

Contact Green Key

This is where Green Key can step in. If your company is looking for additional hiring needs, don’t hesitate to contact us today! If you’re a candidate seeking a career change, our recruiters are here to help you find the right job setting that works best for your financial and work-life balance needs. Browse our open jobs and connect with us on LinkedIn

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Green Key

Supreme Court Extends Employment Protection to LGBTQ Workers

Monday, the US Supreme Court ruled that the Civil Rights Act protects gay and transgender workers from employment discrimination.

It is a decision that extends the protection nationwide and affirms a practice we at Green Key Resources have always followed.

“At Green Key Resources, equal employment opportunity has been, and will continue to be a fundamental principle,” said Adina Goldman, Director of Human Resources. “We’ve always been committed to a program of equal employment and advancement opportunity for all workers.”

“We’re pleased with the Supreme Court’s ruling making it illegal for an employer to discriminate against someone based on their sexual orientation or gender identity, which is directly aligned with Green Key’s existing principles.”

The Court’s decision surprised LGBTQ activists, not only because of its 6-3 majority, but also because it was authored by Neil Gorsuch, the first of President Trump’s two conservative appointees.

In the 33 page majority opinion, Gorsuch declared, “An employer who fires an individual merely for being gay or transgender defies the law.”

Discussing the central part of the Civil Rights Act – Title VII – Gorsuch wrote, “The statute’s message for our cases is equally simple and momentous: An individual’s homosexuality or transgender status is not relevant to employment decisions. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”

Justice Samuel Alito wrote a 54 page dissent which was joined in by Justice Clarence Thomas. Justice Brett Kavanaugh wrote a separate 28 page dissent.

The decision means that in the 25 states and 3 territories without explicit protections for LGBTQ people, it is now illegal to fire, refuse to hire or otherwise discriminate against them in the workplace. Other states and territories have state laws in place prohibiting discrimination on the basis of sexual identity, which are now supplemented by the Supreme Court’s decision.

Photo by Claire Anderson on Unsplash

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