Quiet quitting is a misnomer since it doesn't involve leaving your job. Quiet quitting is very similar to work-to-rule: where employees only do what they're contractually obligated to do.
If the employees are protesting, then they will work to rule in such a way that they fulfill the bare minimum of their contractual obligations.
This annoys employers who rely on employees to "go above and beyond." And by relying on, we mean they'd rather convince their employees to do extra work without compensation. This is great for business, but not so great for the employee.
A great example of this is in the education sector. If teachers only did what their contracts specified, schools would implode.
Many employers see quiet quitting as a disadvantage. And will spin it in such a way that makes employees who follow this strategy out to be the villain. After all, if employees only do what they're paid to do within the hours they're paid to do it, this can often create more work for their colleagues, and may be less productive overall.
Additionally, with the attitude of 'put in the hard work now, get the reward later' being so prevalent, employees who engage in quiet quitting can negatively impact company morale, as it can foster a feeling of entitlement among employees.
Finally, quiet quitting may lead to action from an employer if it is seen as interfering with the company's business.
Read more on 7 productivity tips to avoid burnout at work
But for employees, there are only benefits to quiet quitting. After all, if an employer fires an employee because the employee only does what they're paid to do—is that a boss you want to be working for?
So, what exactly are the benefits and drawbacks of quiet quitting? And how will this affect remote workers?
If you're an employee who constantly goes above and beyond, your employer may start to take you for granted. They may not realize how much work you do or how much they rely on you. But when you start working-to-rule, they'll quickly see how much they need you – and how much extra work you do. This can lead to a renegotiation of your contract or even a raise.
When you're constantly going above and beyond at work, it's easy to get burnt out. But when you only do the bare minimum, you have more time to relax and de-stress. This can lead to better mental and physical health, which is always a good thing.
If you're constantly working late or bringing work home with you, it's easy to neglect your loved ones. But when you work to rule, you have more time for the people who matter most to you. You may even find that your relationships improve as a result.
When you're overworked, it's easy to become less productive. But when you work to rule, you have the time and energy to get things done. This can lead to a promotion or even a raise down the line.
It's no secret that stressed employees are unhappy employees. But when you're not constantly working late or bringing work home with you, you have more time for the things you love – and that can lead to a happier, more fulfilled life.
Strict work-to-rule can lead to less productivity as employees follow the rules to the letter and do only what is required of them. This can result in missed deadlines and goals, and ultimately leave the company at a disadvantage.
When productivity suffers, morale usually takes a hit as well. Employees may feel like they are working harder for fewer results, which can lead to resentment and conflict. Additionally, if colleagues are not following the same work-to-rule guidelines, it can create feelings of envy and unfairness.
If work-to-rule is widespread or extended for long periods, it can start to impact the bottom line. Customers may go to competitors who are not affected by the work-to-rule movement, and the company may start to lose market share.
Work-to-rule can put a strain on relationships between employees, managers, and even customers. The conflict and negativity that can result from work-to-rule can cause lasting damage that is difficult to repair.
In some cases, work-to-rule may violate labor laws or collective bargaining agreements. This could lead to costly legal action against the company, which would further damage morale and productivity.
If team members are working strictly to the letter of their contract or job description, it can be difficult to meet deadlines. This is because they may not be able to put in the extra hours or work on weekends that may be necessary to get the job done on time.
When team members are working independently, [communication}(https://quire.io/blog/p/team-communications.html) can suffer. This is because there is no face-to-face interaction and it can be difficult to coordinate schedules and tasks. Additionally, team members may feel isolated from one another and less connected to the project's overall goal.
Without the ability to put in extra hours or work on weekends (for free), the quality of work may suffer. This is because team members will only have the time to do the bare minimum, and may not be able to put in the extra effort that is necessary to produce high-quality work.
Remote teams may have difficulty building relationships with one another. This is because they lack the opportunity to interact on a personal level, which can make it difficult to trust and cooperate.
Without the ability to interact on a personal level, team members may start to feel isolated from one another. This can lead to lower morale and motivation, as team members may feel like they are not part of a cohesive unit.
If quiet quitting impacts morale and motivation, it may also lead to higher turnover. This is because team members who are unhappy with the situation may look for other opportunities where they can be happier and more productive.
Quiet Quitting can also have an impact on company culture. This is because the work-to-rule movement can affect how team members interact with one another and how they view their work. Additionally, if work-to-rule leads to higher turnover, it can impact the overall culture of the company as new team members come in and old ones leave.
There are a few ways that project management software can help to prevent work-to-rule from becoming an issue for remote teams.
First, project management software can help to improve communication by providing a central place for team members to interact and coordinate with one another.
This helps because team members can easily see what needs to be done and can communicate with one another without needing to schedule time for meetings.
Second, project management software can help improve productivity by providing tools and features that make it easier to get work done.
For example, many project management software programs have task lists and deadlines that team members can use to stay on track.
Additionally, some programs allow team members to share files and work on documents collaboratively, which can help to improve the quality of work.
Third, project management software can help to improve morale by fostering a sense of community among team members.
This is because team members can interact with one another in the software and feel like they are part of a cohesive unit.
Also, many project management software programs have features that allow team members to recognize and celebrate each other’s achievements, which can help to boost morale.
Fourth, project management software can help to reduce turnover by making it easier for team members to find and use the resources they need to be productive.
Team members who are unhappy with the work-to-rule situation may be less likely to leave if they feel they have the tools and resources they need to succeed.
Some project management software programs have features that allow managers to connect with team members on a personal level, which can help to build relationships and trust.
Overall, project management software can be a valuable tool for remote teams. By providing a central place for communication, improving productivity, boosting morale, and reducing turnover, project management software can help remote teams to be successful despite the challenges they face.