Quiet quitting

Quiet quitting is a new term that has begun to spread among social scientists. I have been following up it for some time and I think it deserves great attention from intellectuals, business owners, and those in charge of work.

This resignation means that the employee or worker resigns only mentally or silently and does not announce this in his workplace, and his role turns into receiving his salary and doing what is asked from him. In my opinion, it is a very dangerous phenomenon, and what I heard of the explanation for this phenomenon is also strange. It began after the Coronavirus, It was exist before, but in small proportions, but after the Corona virus when employees did their work from their homes for more than a year, it turned into something similar to a phenomenon, and it continued after the cancellation of working from home. The employee goes to work forcedly, and his production becomes low. His belongingness is lost.

Some explanations say that many people lost their jobs, and therefore the rest lost feeling safe, and that the level of salaries they receive is just to meet their daily needs. The majority began to ask: We work from 8 to 12 hours, and in the end we are not satisfied or happy, so you feel resigned. You only give the minimum.

There are symptoms of this condition: You arrive late and leave early. You do not attend any company social events. You give the minimum level of the required. You do not interact with colleagues. You feel a constant state of sadness.. and a constant state of lack of appreciation. You always wonder why I continue here with a state of tension and anxiety. Does this happen due to the lack of appreciation? Is it the work environment? Is it the relationship with the manager? We see this situation everywhere in work and business.

I call on social research bodies and scientists to research this phenomenon and develop practical solutions for it. We have heard about the term of corporate governance before, which is a very important term in the management of institutions, but I believe that the phenomenon of ouiet resignation is dangerous and social scientists and experts in the field of work and companies must develop solutions to it, whether administrative, psychological or however they see it.