「安靜離職 ( quiet quitting )」 最近在TikTok成為火熱關鍵字，世界經濟論壇近期的文章指出，標註 #QuietQuitting 標籤的短影片，已在TikTok上獲得1,700萬次的瀏覽量，在全球更成為挾帶3.175億次瀏覽數的發燒趨勢。

儘管這並非新穎的概念，然而「安靜離職」的確反應了不堪負荷和過度勞累的員工，以最低努力完成工作要求的現況。安靜離職者可能不是真心想離職，卻也無心參與職場的奮鬥文化，這是他們表達低參與度、抗議工作生活不平衡、以及不願服從的方式。這些員工雖然在職，但他們對新的職責說不，只願固守現有的工作範疇。他們不願為職場多付心力，也拒絕參與新的企劃和接下新的任務。

在本文中，我們將探討導致員工安靜離職的原因，對於公司的影響以及可以採取的措施。

最近我們在LinkedIn調查安靜離職的原因，結果發現安靜離職者具備以下共同的背景因素：

一、缺乏管理層的支持

超過三分之一（36%）的受訪者認為，安靜離職者的主管並不賞識員工付出的努力。在這樣的主管底下工作，將使員工感到氣餒並失去挑戰困難的動力。一位擁有同理心和細心的主管能保持員工的積極度和參與度，反之則可能讓員工卻步，並設下屏障與心牆。

二、報酬不佳

大約三分之一（34%）的受訪者則表示，付出的成果與薪資不符導致安靜離職。許多安靜離職者對這點感受強烈，他們選擇降低付出，起因於諸如加薪的提議被經常性地被拒絕或拖延，有時候員工甚至認為雇主根本無法滿足他們的期待。隱藏在薪酬背後的課題還有「尊重」，若額外的付出沒有得到回報，員工也會感到被忽視和利用。

三、過度勞累和壓力

而四分之一（26%）的受訪者則認為，員工安靜離職是因為不再享受工作。過度的勞累和壓力耗盡了原本對工作的熱情，員工流動率也連帶增加現職員工的工作量，形成一種耗損心力的惡循環。

三個安靜離職的跡象：

一、低參與度和不滿

兩個最常見的跡象是員工不再有向心力，對職場也不滿。安靜離職者仍會配合工作，但他們找不到工作的意義且時常感到厭世。

二、職涯停滯

加強專業最好的方式就是肩負新挑戰和責任。然而，當員工拒絕從新挑戰和責任中拓展自己的專業技能，職涯也將成為一攤死水，而不再有任何進展。

三、減少付出

安靜離職最明顯的跡象之一就是開始減少對工作的付出。安靜離職者只會達到最低的工作標準，展現創意、團隊合作的意願則會逐步降低。

身為員工，該如何從安靜離職的氛圍重振旗鼓呢？可以參考以下三個建議：

一、講求效率

生活的平衡和工作的付出同等重要，更有效率地運用工作時間，讓專注力放在提高工作效能。

二、擁有主導權

為自己的職涯成長承擔責任，了解為何感到精疲力竭以及訴諸安靜離職的理由。如果從職務感受不到更宏大的目標也無法欣賞工作內容，這項職務便難以持續。

三、與雇主溝通（且不是在社群平台上）

在社群平台上發表安靜離職的理由之前，最好先與自己的直屬上司有一場開誠布公的談話。讓這場談話成為分享回饋的機會，提供具體的案例會非常有幫助。在開誠布公的同時也需保持對話的專業性，才不會流於情緒與過於失焦。針對員工過度勞累的情況，則需要雇主與公司的經營層一起努力。

那麼身為雇主，又該如何改善安靜離職的情況呢？

一、讓員工感到被重視

雇主須要讓員工感到自己的貢獻、技術、工作被重視。Gallup Workhuman的調查發現，當一家公司的員工價值被高度認可，至少有56%的員工傾向留任而不會尋找新工作。留意員工的重要日子並表達感謝會是個好的開始，例如到職紀念日、生日，或者安排達標、計畫完成的慶祝活動。

二、投資員工的幸福

員工的身心安康與員工參與度息息相關。當員工陷入困境時，雇主可藉由提供相關協助或支援企劃，讓員工福祉成為第一重要的事。幾個例子包括：

1. 使用於公司內部的慈善基金與緊急救助計畫

2. 提供每周按摩

3. 休時間的冥想課程

4. 彈性工時

5. 鼓勵員工準時下班以及定期休假等

三、保持員工向心力

認可並重視員工的貢獻有助保持良好的員工關係。雇主需要創造一個讓員工表達意見、討論制度和工作的開放空間。雇主需要傾聽員工，年輕員工的聲音特別重要，他們不僅需要被認可，更可從中感到自身價值與工作之間的連結。

安靜離職的跡象有時很難被偵測，有些跡象看起來只是員工無特定意圖的表現行為，或者看起來只是一般衝突。但雇主無須等到安靜離職發生才制定策略，現在就可以針對員工的福祉、表現、關心的事物做出回應。

結論

儘管安靜離職在TikTok成為熱門趨勢，但 Insider 發現仍有許多 TikTok 用戶勸阻人們。請記住，溝通是關鍵－不是在社群平台溝通，而是勞資雙方就工作遇到的挑戰進行專業的對話。對於雇主而言，重要的是提供讓員工在職場成長的工作環境。員工則需認識到，無論背後的原因是什麼，安靜離職可能比換一份新工作和更好的環境更能傷害他們的未來。不管遇到什麼樣的工作挑戰，與主管交談並不會要人性命，反而可能有意外的收穫。即使談話沒有成功，你仍然可以尋找其他更合適的工作機會。我們一生中三分之一的時間都花在工作上，重要的是在職場，找到一個能讓你從工作中綻放微笑的角色，Work and Smile！

Why We Should Quit Quiet Quitting?

In recent months, a new term has been trending on the popular social media platform TikTok, called "quiet quitting". At the same time, in an article by the World Economic Forum, the hashtag #QuietQuitting hit 17 million views on TikTok, and currently trending with 317.5 million views worldwide.

Although not a new concept, "quiet quitting" refers to when overwhelmed and overworked employees resort to only doing the bare minimum to get by at work. Quiet quitters may have no intention of leaving but do not want to participate in the hustle culture. Quiet quitting is seen as a form of employee disengagement, a protest against an imbalanced work-life balance, and a form of noncompliance. While the employee is still fulfilling job responsibilities, they refuse to take on new responsibilities and adhere to the job description that was given. These employees will not go the extra mile and decline new projects or stop volunteering for tasks.

In this article, you will learn more about the causes that lead employees to disengage from work, the effects it has on a company, and what employees and employers can do to prevent employee disengagement.

Recently, we ran a poll on LinkedIn and found out that there are some common factors that cause employees to quietly quit their jobs:

1. Lack of Managerial Support

Over a third (36%) of respondents voted that the reason employees quiet quit is because their manager doesn’t appreciate their effort. Working under a leader who does not support their team will discourage and demotivate them to endure difficulties at work. A caring and considerate supervisor can do much to keep employees motivated and maintain employee engagement. However, they are more likely to withdraw if the supervisors do not support them. When employees feel their managers will not help them, they put up barriers.

2. Poorly Compensated

Around a third (34%) of respondents said that the reason employees quietly quit is because the pay does not justify the effort. So they “only do the work that they are paid for". Many quiet quitters strongly feel that they are poorly compensated for the effort they put into the work they have to do. And because of that, they decrease their efforts. Often, they have demanded better compensation but have been rebuffed or stalled, or these workers feel that the employer will not meet those demands. Aside from money, the issue is one of respect. If they are not rewarded for their extra work, they feel that the employer does not properly appreciate their sacrifice and effort. This would then lead to workers feeling exploited.

3. Overworked and Overstressed

Around a quarter (26%) of respondents voted that the reason employees quietly quit is because they no longer enjoy their work. This may be due to overwork or overstress. Quiet quitters were once passionate employees, but became overworked and overstressed, leading to employee burnout. Increased workload comes from staff turnover, where other employees must take over the workload before a new employee is hired, rather than the supervisor reducing the workload. This problem causes employees to become exhausted and frustrated.

Here are 3 consequences of quiet quitting in the workplace:

1. Disengagement and Dissatisfaction

The two most common effects are disengagement and an employee's dissatisfaction with his or her job and workplace. Silent quitters work and cooperate but find no meaning in their work and often feel apathetic.

2. Stagnating Career Growth

To advance professionally, employees must take on new challenges and responsibilities. However, if employees refuse to expand their skills through new challenges and responsibilities, then they are just being stagnant. By doing so, they are only sabotaging their career.

3. Decreased Output

One of the most obvious effects is the reduced work output of a quiet quitter. They may be meeting the minimum requirements for their job. Creativity and collaboration are also affected when an employee decides to quietly quit.

So, what can employees do to quit quiet quitting? Here are 3 tips:

1. Be Efficient

It's important to achieve a good work-life balance, but we still need to be committed when we are on the job. So, make sure that time is used efficiently during working hours - focus on doing the job well.

2. Take Ownership

Employees need to take responsibility for their career growth and understand why they feel burned out and why they have resorted to quietlyquitting. It is not sustainable if the role does not give the employee a greater sense of purpose and appreciation at work.

3. Communicate With the Employer and Not On Social Media

Before employees express why they are quietly quitting on their social media platforms, it is better to seek an open and honest conversation with your direct supervisor. Take this conversation with the employer as an opportunity to share feedback with them - be very specific. Have an honest and open conversation, but be professional.. However, in addressing the issue of quiet quitters and employee burnout, employers and management must also play their part.

3 ways employers can solve the quiet quitting crisis in their workplace:

1. Make Sure Employees Feel Valued

Employers need to make sure their employees are valued for their contribution, skills, and work. A Gallup Workhuman survey found that in companies where employee recognition is a high priority, employees are 56% less likely to look for a new job. A good start would be to recognise milestones in employees' lives, such as work anniversaries and birthdays, and celebrate goals achieved or projects completed.

2. Invest in Employee Well-being

Employee well-being and engagement work together. Therefore, employers should prioritise employee well-being by offering support and assistance programmes when employees are struggling. Other well-being benefits could include:

i. Weekly massages;
ii. Office meditation classes during lunch break;
iii. Providing the option of flexible work schedules ;
iv. Encouraging employees to leave on time and take regular breaks and etc.

3. Keeping People Engaged in Their Work

It is important to recognise and value one's contributions to build employee ownership of their work. Employers should create an open space for their employees to express their ideas and discuss solutions relating to work. Employers need to listen to their employees, especially younger employees, as this not only makes them feel valued but also makes them feel more connected to their work. This is even more important for younger workers as they are looking for a space to be heard.

It can be difficult to detect because some signs may be unintentional or stem from other types of conflict. However, it would be a good start to address changes in your employees' well-being, performance, and concerns.

Conclusion

Despite being a trend in TikTok videos, Insider found that there are many TikTok users discouraging people from doing so. Remember that communication is key - not social media, but open and professional communication with your employers about your challenges at work. For employers, it is important to continually provide an environment that encourages staff to thrive in the workplace. As for employees, whatever the reason may be, they need to recognise that quietly quitting may hurt their future more than making the move to a new job and a better workplace. Whatever the workforce challenges, look for the opportunity to speak to your leader. There’s nothing to lose but everything to gain in this. Even if the conversation does not work out, you can still look out for other doors of opportunity more suitable for you and your lifestyle. We spend one third of our life at work. It is important to find a role within an organisation that allows you to Work and Smile.