Is ‘quiet exit’ a good idea? Here’s what workplace experts say

While the term quiet release is new, the concept is not.

Michael Timmes, chief human resources officer at Insperity, said there were always employees who reacted to burnout by “doing the bare minimum”.

“Today, it’s driven by Generation Z, but it’s evident across all generations. It’s rampant through social media platforms,” ​​he said.

However, in theory and in practice, going silent can look different for each individual.

Experts say the concept is worrisome because it can go beyond simply striking a better work-life balance.

“Quitting quietly removes any emotional investment you might have in your work, which is sad considering most of us spend so much time at work,” Wat said.

“Most of us want to be proud of the work we do and the contributions we make. We want to see our impact and feel good about it. Quitting quietly doesn’t allow that.”

She added that it is possible to maintain healthy boundaries and stay emotionally invested in the work.

Timmes agreed, saying there’s a difference between having a better work-life balance and being “totally disengaged.”

“An employee who shows up every day, takes action, turns down certain projects due to lack of interest, and has no desire to advance in their current career or develop their skills, is a very different state of work-life balance.”

He added that if employees are focused on maximizing their hours at the office, quiet quitting can be a positive trend. “The only problem: the trend right now doesn’t reflect that mentality,” Timmes said.

There are negative qualities that silent resignations can also be perceived as, such as lack of motivation, lack of skill development, lack of flexibility and inability to work in a team environment.

“From an office perspective, silent resignations can cause conflicts among employees because some employees will feel that others are not carrying their weight,” he said.

“Overall, this can backfire on the worker and create a wave of inadequate and underdeveloped workers.”

Kevin O’Leary, star of ABC’s “Shark Tank” and investor, also said it was a “really bad idea” to quit quietly.

“People who try to solve problems for their organization, their teams, their managers, their bosses, are the ones who succeed in life,” O’Leary said.

Perkins insisted, however, that quietly quitting doesn’t mean quitting — although he acknowledged some people might.

“I appreciate my work and the hours I put in, but I just want to respect my time and energy,” she said.

Perkins has since left teaching and is now an academic advisor and full-time tutor. Now, she says she’s ready to go above and beyond for her current role.

“It’s a company that shows they value me and I get very respectful feedback from my boss, it’s a healthy work environment,” he said.

“If my boss had been really negative about me in the past, I would have just said no.”

Perkins said he kept quiet “out of necessity.”

“I had my first daughter [in 2018] … If I picked her up late from daycare, I would be fined a dollar a minute, and so if I didn’t leave as soon as my students left the building, then I would have to pay.”

Silent resignations can be beneficial in terms of giving employees more time to pursue passion projects, Timmes noted.

“A worker can think more, feel more refreshed and be more efficient during working hours.”

Wat added that silent resignations can give employees a short-term reprieve from a work environment that is “too focused on results.”

“I can see how quietly leaving a season can help them refocus on their needs outside of work and hopefully lead them to overcome burnout and clarify their needs and boundaries in the workplace moving forward,” she said.

“At the end of the day, quitting quietly…is challenging the long-held belief that the only way to get ahead professionally is to push your boundaries and embrace a ‘yes man’ mentality.”