Rob Jones
2 min readSep 7, 2022
Image: Created by Rob Jones, Author

The Reasons For #QuietQuitting are clear, right?

Individuals are frustrated because they want to give their full energy, creativity, time, and enthusiasm to their organizations and leaders.


Neither party is “giving” anything. Employment is a buy-sell proposition.

#Humans want to sell their skills.
#Employers want to buy their skills.

Employers need to acquire workers in return for a “legal minimum wage” to the greatest extent possible unless induced to pay otherwise by the market or government pressures. Jobs tend to start at the lowest possible market point while employers extract the highest value for as long as possible.

Nobody’s Quitting.
#QLU is a simple formula.
Restoring the proverbial balance of a fair day’s work for a fair day’s pay.

#QQ messaging is creating a rechurning of some old terms from Maslow’s motivational pyramidal hierarchy. They’re being used to create a loud negative buzz around either one of the only two pieces of the company-worker compensation schema that the employee may control, i.e., work quality and quantity.

#QQ phenomenon is often presented as a passive-aggressive and punitive variant of employee “disengagement.” (Worker engagement is meant to be a few notches more intense than mere “motivation.”) However, that’s a bit deceptive because #QuietQuitting is a natural reaction to perceived unfairly low compensation for the work's market value. It’s a lot more than merely a mental attitude.

#QLU Quietly Leveling Up. That’s all this is.

Even the people who claim to be helping workers have been spinning messages, blaming employees for their decisions by using terms like “return to work” or “great resignation.” Now, it's Quiet Quitting. These phrases accuse workers of doing things that are negative when in fact, they are positive natural responses to being exploited, misused, abused, and even extorted.

Employers will not willingly pay workers more when they do more than they were hired for. Many new hires are disappointed to learn how much more their job entails than was represented by the job description. The misrepresentation can turn into years or even decades of under-compensation. No one in management/leadership loses a minute of sleep over that, while employees and their families live in dread of NOT doing more than the core job entails for fear of losing the employment for which they've worked so long and hard to qualify.

It is unfair to be accused of “quitting” instead of self-initiated compensating. Workers are revisiting the ancient principle of “a fair day’s work for a fair day’s pay.”

Reject the hype. Things can return to fairness and sanity. Just stick to it.

READ: TheSociologicalProblem.com



Rob Jones

A career spanning public, private, and nonprofit sectors. High-level management experience across a range of activities in F-500 companies and Consulting/Coach.