The Coaching Corner with Michael Riegel: Quiet Quitting is Making Noise

A new buzz word is going around which seems to not actually mean what it is meant to convey. Quiet quitting seems to have been ascribed to younger team members. Media reports make it seem as though the younger generation is lazy, disengaged, avoids hard work, or lacks initiative. If we think about a combination of a 2-year pandemic, increasing construction spending, challenges recruiting and retaining team members, and a physically taxing industry, is should not be a surprise that there has been a shift in attitude about work.

To me, quiet quitting is about setting boundaries. The negative reaction seems to come from employers and managers who have never had to consider the boundaries an employee might establish. The assumption or expectation when I began my career was that I would go the extra mile, take on tasks that were not my responsibility, and that the definition of success meant climbing the corporate ladder – at whatever cost to my personal life. Quiet quitting, as many describe it, is that employees are seeking to stay within the role for which they were hired. Is this a new phenomenon? I don’t think so. I can recall many co-workers across 30 years who did not raise their hand to volunteer or feel the need to burn the candle at both ends. I don’t know that they were less fulfilled than me.

If you are hoping to create some boundaries, here are a couple of approaches you can consider:

Be Efficient

Manage your time so you can accomplish all your tasks. Distinguishing between the “urgent” and the “important” promotes efficiency and helps you focus on the most impactful activities. Streamlining your personal processes will allow you to have boundaries without detriment to getting the job done.

Own Your Career

Your company or your manager should not be expected to take ownership or steer your career. Longevity with the same company is a changing concept. Labor statistics show an average tenure in the construction of 4 years. That means you are responsible for making decisions about where, how, and for who you work. That mindfulness around purpose will support those boundaries.

Communicate

It may feel hard to have the conversation with your manager about what you need. Avoid complaining to co-workers or on social media since that won’t move the needle toward the arrangement you desire. You may find that a clear conversation will yield other benefits. Your manager may begin to view you more positively as an effective communicator – even if they can’t give you everything you want.

Quiet quitting, as presented in the media, discounts the efforts taken on outside the workplace. For many of you, the concept is antithetical your hours of dedication to NAWIC. Balance and boundaries are important and possible. It requires efficiency with your time, clarity of purpose and intention, and a willingness to engage in a potentially difficult conversation. You can reach me at MRiegel@AECBusinessStrategies.com.

As always,

Michael Riegel