When Corporate Condones Quiet Quitting
Ahh the 1980's. Hair bands, spandex, and the rise of continuous improvement models. Thanks Toyota! They developed a production method which has allowed the company to weather the worst economic and trade conditions. The most recent, and possibly best example of this strategy in action is the recent international “chip shortage,” which did not have the same impact on Toyota as it did the rest of the car industry. Due to similar successes through history many American companies took and adapted parts of this method to create processes and procedures that all promote the same outcome: Growth. Now workers are taking a page back from the early American Industrialist worker and saying, “What's in it for me?” There are times when bucking the system is necessary, and it’s not always possible to walk out on a position. Here is when to slow down or just say no to doing more.
When management is not able to stick to their commitments or recognize achievement. Every company has a big production push they ask everyone to be a part of, and it's normal for a business to have an emergency. Back-ups break, and partners always have last minute demands. Not everything can be planned for, but these instances always call for something more from the from the entire team, and they should always be rewarded. If Management ever promises a reward that does not happen then the next time the extra work comes up, it shouldn't get done quickly. It does not matter if that reward is a lunch, party, drinks, gift card, or cash bonus it is important. A simple thanks is the bare minimum of appreciation and should be met with the bare minimum of effort.
When added responsibilities may become permanent. A direct co-worker was just promoted! YAY! Now who gets their workload? A good leader will already have a replacement in the works, until then the chances are the answer is: You. If the replacement job description has not been posted within three days and the manager say things like “We can get by without them for a little longer,” “We'll replace them with the next budget,” or “It's not that much work, is it?” Make sure the company knows that position needs to be filled. Now is the time to stick to your contract.
When management has cut front line amenities, but there still seems to be a high corporate cash flow. At first everything is great! The team is getting free food, there are plenty of sodas and snacks in the office. One day the weird store brand snacks pop up, the fruit disappears, and some people complain. A vending machine or two is added so the grumbling stops. Then someone random has to go to corporate for a meeting and comes back with pictures of a fully stocked break area, and kicker beer in the fridge. Since they wanted you to cut calories save or burn some on their time.
When management has cut production bonuses, but there are still high corporate bonus pay-outs. Any time a worker gets shafted to the bosses can line their pockets it's a bad thing for everyone. We all know that Manager bonuses rely on production stats. That makes it hard to stomach when hearing anyone on the corporate team was able to buy a house with their bonus while yours disappeared. Since they lied about the ability to make more, it's time to do less.
When front line workers see benefits decrease disproportionately to manager benefits. No one like seeing their insurance go up, and many times workers aren't given many options when it comes to corporate sponsored plans. If the deductible on the company insurance plan goes from $500 to $5000 for the worker but stays the same for higher ups; hit the brakes.
These five instances of corporate greed are not only a good time to do less, but they may also indicators of bad leadership, and possibly a failing company. If more than two of these scenarios pop up at once it would be a good idea to update the resume and start looking for greener pastures. If there are only one or two then it may be a good time to investigate collective large scale, departmental negotiations.
