Juxtatarot
Footballguy
New term but old concept, in my opinion.
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Have you “quiet quit” your job? (1 Viewer)
- Thread starter Juxtatarot
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Tom Servo
Nittany Beavers
I’ve never done this. I have skills that I get paid for. Why give it away?
Leroy Hoard
Footballguy
It's like ghosting a date, but in this case it takes them a few days to notice you're not there.
Dezbelief
Footballguy
Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
roadkill1292
Footballguy
Yeah, I'm retired now but I was thinking that I pretty much quiet quit sometime around 1995. Took a lot of the stress away.
MTskibum
Footballguy
I busted my butt for years and I did get promoted a few times, however I have been stuck in the same position for the last 4 years and no matter how hard I work I will not be rewarded with a raise or a promotion.
The company does not care about me at all and I have given up caring about it. I am now a bare minimum worker until there is some chance of getting a promotion again.
The company does not care about me at all and I have given up caring about it. I am now a bare minimum worker until there is some chance of getting a promotion again.
MAC_32
Footballguy
I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
en.m.wikipedia.org
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
Soootch
Footballguy
I’ve been with my company for 20 years and just changed roles last month after 13 years in the same position. They gave me their “highest visibility account” because they believe in me. It’s a really tough one, they said. Long story short, it was tough because my predecessor had ego issues and didn’t like being bossed around by some customer (they only pay our salaries after all, the nerve of them to ask for daily updates on hot issues). I came in with the strategy to aggressively escalate anything that was even medium critical and send daily updates to the customer on anything and everything. You can’t over-communicate imo. The thing is though, the actual volume is laughable, and my escalations resulted in about a third of their orders being closed out earlier than expected. With very little volume coming in to replace it, I work about an hour a day, eat edibles, play disc golf in the middle of the day, lay in the pool, etc. My boss told me she’s so relieved it was a smooth transition and she can’t believe how well it’s going. I may ask for a raise.
bigbottom
Footballguy
I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
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Brony
Footballguy
I was willing to work extra until I reached the point where I was no longer envious of my boss's position, which I hit about 10 years ago. For the last 5 years, I'm not checking emails on weekends or late nights. If my boss or someone else needs something, I'll respond to texts and will do work on a favor basis. If this is quiet quitting then I've been doing it awhile, but I think it's a dumb term.
MAC_32
Footballguy
Similar sized team here. We were 10 when I took over, but re-structured after several left as we emerged out of covid and are now a team of 8, each earning more now than we were 15 months ago. I approach vacations, evenings, and weekends similarly as you but I have a line in the sand on staying late. If you need to stay late because you messed up then that's the expectation, but if it's to cover for someone else's screw up then it's not.I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above an beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they’re not staying late or not going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
If it's absolutely necessary and they're not willing to accommodate then I'll take care of it then hang that over the guilty party's head in another dept later at a convenient time for us. If it's not then I'll just tell them they need to wait. Your urgent priority is not mine. I get that's not feasible in every work place, but I've noticed after enough time doing this that my team does not hesitate when something outside of their job description hits their desk - whether it's my requesting or not.
AAABatteries
Footballguy
I wasn't familiar with the term and after reading the meaning I'm not sure I like it. There's an obvious negative connotation with the the word "quitting". I think everyone should be able to make the decision for themselves how much of themselves they want to invest in their job/career. Work-life balance is different for everyone. Not everyone is wired the same. Also, I think this concept of quiet quitting can be a very fluid thing - even as much as day-to-day.
Having said all that I do think I've reached a point in my career where the idea of climbing the corporate ladder no longer interests me. Not to say I don't study and want to improve but I want to do it in my current role.
Having said all that I do think I've reached a point in my career where the idea of climbing the corporate ladder no longer interests me. Not to say I don't study and want to improve but I want to do it in my current role.
belljr
Footballguy
Make no mistake. I do my job well and want to do well but I'm not staying late, coming in on off days, answering my phone after hours, etc etc.
Have had this mentality for a long time, granted Im in a position now that people can't question my quality and performance.....
AAABatteries
Footballguy
I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
urbanhack
Fight The Power!
"Working" - but also posting on a fantasy football message board all day.
bigbottom
Footballguy
I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
Fair point. I hadn’t looked at it that way.
And as others have mentioned, I agree that the term “quiet quitting” is not really descriptive of what is being discussed.
AAABatteries
Footballguy
I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
Fair point. I hadn’t looked at it that way.
And as others have mentioned, I agree that the term “quiet quitting” is not really descriptive of what is being discussed.
Kind of a tangent but this discussion reminds me of my days managing teams - we had a rating system 10+ years that was essentially:
- Does not meet expectations
- Meets some expectations
- Meets expectations
- Meets and exceeds expectations
- Exceeds expectations
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bigbottom
Footballguy
I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
Fair point. I hadn’t looked at it that way.
And as others have mentioned, I agree that the term “quiet quitting” is not really descriptive of what is being discussed.
Kind of a tangent but this discussion reminds me of my days managing teams - we had a rating system 10+ years that was essentially:
I always struggled on the delineation between meeting and exceeding expectations and where to grade folks. Ultimately, I ended up doing more rankings by comparison than anything. It also doesn't help that the typical large corporation will place folks in to those buckets artificially based on predetermined numbers. Meaning - we already knew we would only have 5% of the workforce that would be "Exceeds expectations". Some folks would undeservedly be bumped up and some undeservedly bumped down. I hated that process.
- Does not meet expectations
- Meets some expectations
- Meet expectations
- Meets and exceeds expectations
- Exceeds expectations
My expectation is that my team members exceed expectations!
belljr
Footballguy
You know when I stopped doing "more". When my manager raved about how great I was doing and how I exceeded all expectations and how my raise was one of the highest and it was a whopping 2.4% F THAT NOISE..... you mean I could barely get by for 1.5%?!#@?!@?# I'm no longer at that job but that was the startI think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
Fair point. I hadn’t looked at it that way.
And as others have mentioned, I agree that the term “quiet quitting” is not really descriptive of what is being discussed.
Kind of a tangent but this discussion reminds me of my days managing teams - we had a rating system 10+ years that was essentially:
I always struggled on the delineation between meeting and exceeding expectations and where to grade folks. Ultimately, I ended up doing more rankings by comparison than anything. It also doesn't help that the typical large corporation will place folks in to those buckets artificially based on predetermined numbers. Meaning - we already knew we would only have 5% of the workforce that would be "Exceeds expectations". Some folks would undeservedly be bumped up and some undeservedly bumped down. I hated that process.
- Does not meet expectations
- Meets some expectations
- Meet expectations
- Meets and exceeds expectations
- Exceeds expectations
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AAABatteries
Footballguy
You know when I stopped doing "more". When my manager raved about how great I was doing and how I exceeded all my expectations and how my raise was one of the highest and it was a whopping 2.4% F THAT NOISE..... you mean I could barely get by for 1.5%?!#@?!@?# I'm no longer at that job but that was the startI think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
Fair point. I hadn’t looked at it that way.
And as others have mentioned, I agree that the term “quiet quitting” is not really descriptive of what is being discussed.
Kind of a tangent but this discussion reminds me of my days managing teams - we had a rating system 10+ years that was essentially:
I always struggled on the delineation between meeting and exceeding expectations and where to grade folks. Ultimately, I ended up doing more rankings by comparison than anything. It also doesn't help that the typical large corporation will place folks in to those buckets artificially based on predetermined numbers. Meaning - we already knew we would only have 5% of the workforce that would be "Exceeds expectations". Some folks would undeservedly be bumped up and some undeservedly bumped down. I hated that process.
- Does not meet expectations
- Meets some expectations
- Meet expectations
- Meets and exceeds expectations
- Exceeds expectations
Yep - there's definitely an aspect of diminishing returns that goes in to the quiet quit concept.
roadkill1292
Footballguy
I also think that I started my quiet quitting about the same time as the internet took off.
AAABatteries
Footballguy
I also think that I started my quiet quitting about the same time as the internet took off.
Caveman33
Footballguy
I associate quiet quitting with the "that's not my job" people. I could never stand working with them, or dealing with them as a customer, but I've come around to better understand their perspective. I think they are mostly lousy employees to begin with but there really is little benefit for them to struggle to accomplish more. I've quietly quit working altogether and no one is clamoring for me to re-join the work force.
Caveman33
Footballguy
Lol, very true. Aside from the welfare program that is the military, I've never worked a job where I could spend any time posting on FBGs.
roadkill1292
Footballguy
Perfect example. I probably lost hours of productivity reading that thread. And you can't very well explain to anyone that you're laughing because some guy calling himself Hoss on the internet posted "I could poop a better shirt than that."I also think that I started my quiet quitting about the same time as the internet took off.
Keerock
Footballguy
I have worked extensively on a "Performance Evaluation" process and template. For each of ~30 employee metrics the specific parameters around each of those 5 ratings are laid out. Makes it much less subjective. Having an employee do a self assessment prior to you doing your evaluation is also very helpful in the process. I'm happy to share with you if interested.I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
Fair point. I hadn’t looked at it that way.
And as others have mentioned, I agree that the term “quiet quitting” is not really descriptive of what is being discussed.
Kind of a tangent but this discussion reminds me of my days managing teams - we had a rating system 10+ years that was essentially:
I always struggled on the delineation between meeting and exceeding expectations and where to grade folks. Ultimately, I ended up doing more rankings by comparison than anything. It also doesn't help that the typical large corporation will place folks in to those buckets artificially based on predetermined numbers. Meaning - we already knew we would only have 5% of the workforce that would be "Exceeds expectations". Some folks would undeservedly be bumped up and some undeservedly bumped down. I hated that process.
- Does not meet expectations
- Meets some expectations
- Meets expectations
- Meets and exceeds expectations
- Exceeds expectations
Desert_Power
Footballguy
Yep. About half the department I'm in I would consider at least quiet quitters (many cannot even manage to do what I consider the bare minimum). Not how I'm wired though. Having a pointless/boring role is worse than an overwhelming one to me.
AAABatteries
Footballguy
I have worked extensively on a "Performance Evaluation" process and template. For each of ~30 employee metrics the specific parameters around each of those 5 ratings are laid out. Makes it much less subjective. Having an employee do a self assessment prior to you doing your evaluation is also very helpful in the process. I'm happy to share with you if interested.I think there's more to it than just this. The last part should be the objective in any work environment. Successful leadership involves putting workers in position to achieve those sorts of outcomes. Fostering an environment in which employees want to work above & beyond while also prioritizing their own health.Work-to-rule - Wikipedia
The philosophy of quiet quitting is not abruptly leaving a job but doing exactly what the job requires, no more no less.[1] The main objective of this mindset is avoiding occupational burnout and paying more attention to one's mental health and personal well-being.[2]
I don't think I'm out of bounds saying that is not the case at many (most?) work places though.
It’s a challenge to be sure. I manage a team of 10 and the nature of our work is that members of our team are asked to go above and beyond when there is a big project or urgent matter. And for the most part, everyone is willing to go the extra mile because we also ensure that people aren’t bothered when on vacation, we completely avoid evening and weekend communications on standard work matters and we accommodate our team members when they have personal or family matters that they need to attend to. It helps that most of the people I hire are coming from work environments that have much higher demands on personal time so people are generally very happy in our workplace. But the second that someone says they can’t work past 5pm on an urgent matter or isn’t interested in going above and beyond simply because it’s not their job, is the day I start looking for a replacement.
To me it doesn't sound like they are being asked to go "above and beyond" if you would fire them if they don't do it. It's part of the basic requirements for the job. Maybe it's semantics but to me going above and beyond is doing something that isn't expected.
Fair point. I hadn’t looked at it that way.
And as others have mentioned, I agree that the term “quiet quitting” is not really descriptive of what is being discussed.
Kind of a tangent but this discussion reminds me of my days managing teams - we had a rating system 10+ years that was essentially:
I always struggled on the delineation between meeting and exceeding expectations and where to grade folks. Ultimately, I ended up doing more rankings by comparison than anything. It also doesn't help that the typical large corporation will place folks in to those buckets artificially based on predetermined numbers. Meaning - we already knew we would only have 5% of the workforce that would be "Exceeds expectations". Some folks would undeservedly be bumped up and some undeservedly bumped down. I hated that process.
- Does not meet expectations
- Meets some expectations
- Meets expectations
- Meets and exceeds expectations
- Exceeds expectations
Thanks, yeah, we did some similar things. Don't have a need any more as I've made it clear to management I don't want to manage teams any more but you are right that's the way to go about it.
belljr
Footballguy
I loathe self assessment
i quit my old job specifically for the amount of progress reports and assessments we had to fill out
ETA: PLus goals!@# What are your goals for the year? What would you like to learn?
I would like to learn Java. Well we dont have anything that uses java so that can't be a goal.....wut
i quit my old job specifically for the amount of progress reports and assessments we had to fill out
ETA: PLus goals!@# What are your goals for the year? What would you like to learn?
I would like to learn Java. Well we dont have anything that uses java so that can't be a goal.....wut
MAC_32
Footballguy
Self assessment is extremely valuable, but not when it's required with too much frequency nor if its output doesn't lead to anything tangible.
CletiusMaximus
Footballguy
A friend of mine is doing this now. He works for a large insurance company and is paid very well, but got bored with it several years ago and started a real estate development company with a friend. His company is a couple years old now and doing pretty well - downtown offices, making a name for themselves and he's doing nothing to hide it. He's still doing his job somewhat. Has been waiting to be fired for some time now but they've not caught on.
belljr
Footballguy
In the history of self assessment has anyone given themselves a below expectations rating
fruity pebbles
Footballguy
Sounds like a term coined by management to put a negative on employees not essentially working for free.
fruity pebbles
Footballguy
Doesn’t surprise me that this is a thing with its own term now. With the labor shortage, places are asking employees still there to do more and more. Some doing 2 full jobs now. They leave and those remaining are asked to do even more in a vicious circle, until the place breaks. Of course there is no real increase in wages with these increased roles.
Keerock
Footballguy
Yes. I have had several employees do that. Self assessments depend a lot on how much employees trust their manager and vice versa. My experience is that employees either over or under rate themselves... rarely does it match my assessment. I am fascinated by this phenomenon.
fruity pebbles
Footballguy
Unfortunately, I don’t have a job where I can quiet quit. But I am thinking about quit quitting and going elsewhere. Most nights I do the work of two people.
grateful zed
Footballguy
ditto
MAC_32
Footballguy
I have. On multiple occasions. As @Keerock eluded I'm too hard on myself, but it's how I improve. I actually had a manager try to use it as a weapon against me, but he's no longer here and now I have his old job. I don't write that as a correlation causation thing, but rather I think this sort of approach demonstrates leadership and fosters a stronger work culture. In a toxic work environment that wouldn't have been effective, but I wouldn't want to stay there anyway.
Cowboysfan8
Footballguy
Yeah, if that’s the definition….me too lol
Poke_4_Life
Footballguy
I answered yes, but don't really like the connotation of 'quiet quitting' either. Depends on how you define it.
My employer has always been big on work/life balance. Since the start of the pandemic, I have been more adamant about keeping a work/life balance that suits me. In some ways I'm more productive than before the pandemic due to lack of commute and WFH, but now I rarely work outside of normal work hours.
My employer has always been big on work/life balance. Since the start of the pandemic, I have been more adamant about keeping a work/life balance that suits me. In some ways I'm more productive than before the pandemic due to lack of commute and WFH, but now I rarely work outside of normal work hours.
