Solutions for Solving Quiet Quitting

By Anna J. Johnson-Snyder, CPA, CFE

When COVID-19 hit in early 2020, the world was unprepared for the mass shutdowns required to curb the spread of the deadly virus. At an unprecedented rate, employees were forced to work remotely without much mental preparation, leading to anxiety, depression and burnout.

The World Health Organization reports a 25% rise in anxiety and depression.1 The American Psychological Association reports that 60% of surveyed employees have an increase in work-related stress, and 44% claim to be exhausted.2

Initially, the pandemic led to the “Great Resignation,” where employees either chose to retire or find another position with better employment conditions. Frank Luntz, a political strategist, argues that the pandemic also led to the “Great Rethink” in which people began to

1 “COVID-19 Pandemic Triggers 25% Increase in Prevalence of Anxiety and Depression Worldwide: Wake-up Call to All Countries to Step Up Mental Health Services and Support,” World Health Organization (2022). www.who.int/news/item/02-03-2022-covid-19-pandemic-triggers-25increase-in-prevalence-of-anxiety-and-depression-worldwide reconsider their quality of life.3 Many who didn’t resign but still question their employment position are part of what has been termed the “quiet quitting” movement, a state in which employees are unwilling to exert effort beyond the minimum required for employment. The generations that followed the baby boomers are less inclined to compromise for minimal gains.4 Generation X (born between 1965 and 1980) was the first to apply quiet quitting years ago, although the term wasn’t used at the time. Now in managerial positions, Gen X is picking up the slack when the younger generations quietly quit when feeling unappreciated, without purpose or over-stressed. Many baby boomers and Gen Xers do not understand the younger generations’ motivations and need for a healthier work-life balance.

2 Ashley Abramson, 2022 Trends Report, American Psychological Association (Vol. 53, No. 1, 2022).

In November 2022, I surveyed business students with work experience to collect employment-experience

3 Jim Harris, “The Great Resignation,” Consumer Technology Association (May 24, 2022). www.cta.tech/Resources/i3-Magazine/i3-Issues/2022/May-June/The-Great-Resignation

4 Human Resource Training, Generational Differences Chart, The University of South Florida (2022). www.usf.edu/hr-training/documents/lunch-bytes/generationaldifferenceschart.pdf