It’s either do the intended job, but nothing extra, which I think is just normal work, or don’t even try to do the job properly, do as little as possible while staying unnoticed to avoid getting fired.
The name implies the latter, but that’s not how all people use it.
Which is actually a perfectly good way to approach work, but even the hustle-is-virtue people who think workers should constantly be overperforming will have a hard time justifying it when the company has specifically said high-performance cannot yield a promotion.
More like intentionally dragging your team down and making your teammates pick up your slack until management has gone through all the written warning steps required to fire your ass.
Not true. If terminated for performance concerns, most companies would consider that “for cause” meaning that you would be ineligible for severance. The only costs are the OpEx of the manager and HR team member’s time in addition to the “lost productivity” that your underperformance caused.
People talk about quiet quitting a lot so I looked it up. That just sounds like doing your job without trying to get ahead.
There are two interpretations.
It’s either do the intended job, but nothing extra, which I think is just normal work, or don’t even try to do the job properly, do as little as possible while staying unnoticed to avoid getting fired.
The name implies the latter, but that’s not how all people use it.
Which is actually a perfectly good way to approach work, but even the hustle-is-virtue people who think workers should constantly be overperforming will have a hard time justifying it when the company has specifically said high-performance cannot yield a promotion.
Those people would justify charging their grandma for the current time
It’s honestly a great fit for all those remote Dell workers who are ineligible for promotion.
More like intentionally dragging your team down and making your teammates pick up your slack until management has gone through all the written warning steps required to fire your ass.
Still their loss, firing you means paying out that severance they tried to dodge by inviting the quiet quitting in the first place
Not true. If terminated for performance concerns, most companies would consider that “for cause” meaning that you would be ineligible for severance. The only costs are the OpEx of the manager and HR team member’s time in addition to the “lost productivity” that your underperformance caused.