Summary: When you think about the idea of quiet quitting, and sticking with it, that just seems to me to be a soul-sucking activity.<br> <br> If you keep going back to the same job that you can't stand and you're producing at low levels because you don't like the way you're compensated, do something better for yourself!<br> <br> <br> <br> David: Hi and welcome to the podcast. In today's episode, co-host Jay McFarland and I will be discussing Quiet Quitting. (Whispers) Hi Jay. Welcome.<br> <br> <br> <br> Jay: Yeah. Hey, David. It's great to talk to you. We live in a world where these new terms pop up and keeping up with the terms is so difficult. So I think, first of all, we should probably define it for people. If they haven't heard the term quiet quitting, what is it referring to?<br> <br> David: Okay. Well, I looked this up before we got on here because I wanted to have a definition that isn't just me talking off the top of my head. Basically what they said online, when you Google it, the first one that came up said, quiet quitting refers to a rising trend where employees are doing the bare minimum at work, a reversal of the tendency to go above and beyond in the workplace.<br> <br> So that's kind of a long-winded definition. Another one that I saw said employees who put no more effort into their jobs than absolutely necessary. And I thought that existed for a long time, right? That's not a new concept. I think the term is new and I hate the term. I really do. When I hear quiet quitting, it just makes the hair on the back of my neck stand up.<br> <br> I'm very. uncomfortable with the term. I don't know how you feel about it.<br> <br> Jay: Well, you know, it's interesting. I put together a management course 20 years ago, and I had my own name for it. I called it minimum expectations mode. So not as fancy as quiet quitting. But I believe that as a result of poor management, poor training, those types of things, employees would slip into this minimum expectations mode where they're going to show up to work, they're going to do as little as possible, stay under the radar as much as they can, collect a paycheck and then go home. And do that as long as they, can until eventually, you know they're going to get fired if the company is tracking any of that.<br> <br> David: Yeah. And I think that whole idea of people just sort of doing the minimum, that's existed forever. I think it's the title of this term that sort of bothers me. Because it implies that you've actually quit quietly and you're really not doing what it is that you're paid to do.<br> <br> And the thing that I find most frustrating about this, is not the impact that it's going to have on the employer. It's the impact that it's going to have on the person who is engaging in this sort of behavior. Because if you think about it, if I go to work every day with the idea of doing the very bare minimum to do as little as possible, collect my check and go home.<br> <br> What does that do for me as a person? What does that do to my ability to grow and potentially thrive or whatever? Some people don't care about that. Some people don't want to grow or thrive. And if that's the situation, and if they're doing the bare minimum and if that's acceptable to their employer, then they can probably keep doing that for a really long time.<br> <br> But I think for people who actually want to excel, want to be really good at what they do, then this should make them a little uncomfortable as well.<br> <br> Jay: Yeah, it's such a good point. You're maintaining self-esteem while working at a job where you know you could be doing more and you should be doing more. Because they're paying you to do more and you are not.<br> <br> I think that wreaks havoc on the soul of most people. I think it's important though to talk about how you end up in this place. When I was much younger,
