Abstract
Quiet quitting is a term that arose on social media during the Coronavirus pandemic and quickly gained traction. As employees, often younger generations, explained their reasons for quiet quitting, the term took on a life of its own. Older generations saw it as laziness among young workers. Employers saw it as a work problem and often misused it as meaning that one was not doing his or her job. Younger Millennials and those of Generation Z explained quiet quitting as not doing more work than they were contractually obligated to do. While this term gained support as well as opposition, many people ignored what quiet quitting really was: an enhanced way of dealing with job stress, disengagement, and burnout. In this chapter, I explain the ways in which quiet quitting became an enhanced view of handling burnout and work-life balance. Unlike the younger generations, the participants of the study (mainly Generation X) could leave their jobs if they wanted to because, financially, they were able to do so. However, instead of quitting their jobs, they chose to launch their own businesses. This allowed them to quietly quit (with a more detailed definition) and pivot part of their passion elsewhere.
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Richardson, S.D. (2023). Reimagining Quiet Quitting. In: Making the Entrepreneurial Transition. Palgrave Studies in Equity, Diversity, Inclusion, and Indigenization in Business. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-031-29211-8_8
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