Although I am very much aware of inter-generational differences, I had not realised how the millennial and Gen Z attitude to work could be, in general, so different from the mindset of Baby Boomers (my generation).

The subject of attitudes towards work came up naturally during a recent conversation I had with two young, highly qualified millennials at the beginning of their careers: 

“When I chat with my university friends, I realise that I’m working much more than they are and I wonder if it’s worth my working so hard”, and 

“My friend B. told us last time that this was the last job he’d accept to do at 100% and that he had much more important things to do than working”. 

Surprised by their obvious disorientation faced with the dilemma of how to build their relationship with their work and career, I tried to explain that, when I started to work, and throughout my career, I gave 200% of my energy to my job and it would never have occurred to me to question this. 

I also shared with them my view that going “above and beyond your work” was the only way to continue learning and developing in the workplace and that it would pay off eventually … but I realised that I did not convince them at all.

As it so happened, the day after, I read an interesting Korn Ferry article on the term that the newest entrants to the workforce have for not going “above and beyond” their specific work duties: they call it quiet quitting. 

This concept is illustrated by a video that has gone viral on social media. “You are still performing your duties but you’re no longer subscribing to the hustle culture mentality that work has to be your life,” the young man in the video says.

What could drive young workers, initially eager to make a big impact for themselves and their organisations, to quiet quit only a few years after starting their job?

Scrutinising on the web the many comments linked to the hashtag #QuietQuitting, I found the following answers to that question: 

• “Going above and beyond your work doesn't get you any further or any happier.”
• “The only thing hard work gets you is more work.”
• “Doing the bare minimum is getting paid the same as someone going above and beyond.”
• “I realise the things I’m doing are above my pay grade.”
• “I quiet quitted when my bosses constantly made me feel like a failure whether I worked well or not.”
• “You get the same pay, same recognition, same everything but less stress.”
• “For me this was the answer after suffering severe anxiety and a mid-life mental breakdown.”

Loss of purpose, lack of fair recognition and the need to preserve work–life balance seem to be the main motives of the younger generations for quiet quitting.

What also comes into play is the fact that young people will probably not have their career in one company, but will have multiple employers. With this in mind, they expect their employer to strive to keep their skills and talents and they are not prepared to bend themselves over backwards for them.

Even with the economy cooling now, organisations are short of skills in critical areas and cannot afford to have quiet quitters. Employers need to be competitive in the benefits and work–life balance that they offer as well as the quality of the work environment. 

Experts also say that it is up to the organisations to connect with employees frequently and help them connect their work to a greater purpose. The good news is that older work generations have an essential role to play in transferring their know-how and experience and helping their younger colleagues to build a strong sense of purpose with their work. 

From the Ombud’s watch post, I confirm that giving fair recognition and appreciation and providing support for a healthy work–life balance are key to turning them away from quiet quitting.

The quiet quitting wave may be short-lived when the economy slows down, and the sense of loss of purpose might not be so acute in a research laboratory, but we need to be aware of the phenomenon. We also need to be aware of the impact of a lack of recognition or a feeling of injustice, or unrealistic demands on a generation that is a priori tempted by quiet quitting, but on which CERN depends for its future.

Laure Esteveny

I want to hear from you – feel free to email ombud@cern.ch with any feedback or suggestions for topics you’d like me to address. 

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