However, the silent resignation slogan is misleading, leading some people to believe that it means workers are doing the bare minimum in their jobs.
“It’s about stopping doing work that people think is beyond what they were hired for and not getting paid,” she said.
Employees still excel at their jobs, but they don’t work overtime to do it, former engineering consultant Paige West told CNN.
“While I was at my 9 to 5 job, I was still working my 40 hour week. I was still fulfilling my job duties. I was just taking away that feeling of stress that I had,” she said.
Companies imposed additional responsibilities on employees because some organizations were unprepared for the pandemic and the big quit, he said.
Many people were also frustrated when officials insisted on certain rules like returning to work in person, which created more burnout and frustration, Edmonds said.
Quietly giving up some of your job duties that you think are beyond your description isn’t a lasting solution, but there are other ways to get what you want, Edmonds said.
Assess your priorities
“The fastest way to burn out is to disrespect what matters most to you,” she said.
For some, it may mean leaving work on time instead of staying two hours later, Goredema said.
Employees should ask themselves which tasks make them feel fulfilled and which don’t matter as much, she said.
From there, you can focus on your priorities and what you need to thrive in your career, Goredema said.
Share your needs
After determining what you need for your job to be successful and happy in your role, it’s best to speak with your manager to get a better understanding, Edmonds said. Communication is essential.
You may have one idea of your job responsibilities and your boss may have another, Caprino said. If you stop doing certain tasks because you think they’re out of your scope, it could make you feel like you’re slacking off if your manager thinks it’s part of your job, she said. declared.
“Even running my own team, if I suddenly stopped doing a job that everyone assumed I was doing, there would be problems and things would fall through the cracks,” Caprino said.
If you’re aiming for fair compensation for any extra work you’ve done, present your manager with facts about your job performance and what you’ve accomplished so far, she said.
Get closer to your employees
From a manager’s perspective, it’s important to understand your employees and make sure they feel supported in their respective roles, Edmonds said.
“The responsibility of employers is to find out what people perceive to be right and then do no less than that,” he said.
Leaders should focus on engaging in regular conversations and building relationships with their employees, Edmonds said.
Discussions could extend beyond work to include some of their personal interests and priorities, as this can often affect their professional lives, Caprino said.
“If you don’t understand the internal state of your employees, things are going to happen that you’re going to be caught unaware of,” she said.
Managers should consider having one-on-one meetings with their employees at least once a quarter, Goredema said.
“We have to show that we are committed as leaders, that we are involved and that we are invested,” she said.