Quiet Quitting
Companies nowadays need to modify their principles to match the changing nature of the
workforce, which is influenced by movements such as quiet quitting. This shift requires
companies to reassess their priorities and foster a more supportive, sustainable work
environment. As Jennifer Moss, author of The Burnout Epidemic, notes, the disengagement
seen in the workforce is largely driven by unsustainable workloads and a lack of empathy from
employers (Moss, 2021). Employers must so deliberately concentrate on enhancing worker
well-being and encouraging work-life balance.
To keep up with this movement, employers should first evaluate whether their business goals
are contributing to burnout. Instead of pursuing a relentless "growth-at-all-costs" mindset,
companies should aim to create an environment that is both productive and humane.
Introducing right-to-disconnect policies, which prevent employees from being expected to work
outside of office hours, can help alleviate stress and prevent burnout. Additionally, companies
should provide mental health support, ensuring that employees have access to resources that
help them cope with stress. This strategy promotes both employee retention and productivity, as
workers who feel valued are more likely to stay engaged in their roles.
In my profession as a tutor, I see the direct impact of stress on both students and educators.
Applying the principles of this movement to my daily work would involve setting clear boundaries
around my availability, ensuring that I provide high-quality support without sacrificing my
personal well-being. By maintaining balance, I can stay energized and offer better guidance to
students.I would also support the provision of mental health resources for coworkers and
students, as this would promote a more understanding and encouraging learning atmosphere.
In short, organizations need to adopt sustainable work practices, prioritize mental health, and
cultivate an empathetic workplace culture in order to fully embrace these changes. This is
advantageous not just for the workers but also for the company as a whole.
Reference:
Moss, J. (2021). The burnout epidemic: The rise of chronic stress and how we can fix it.
Harvard Business Press.
