Generation Z: How do you inspire Quiet Quitters?

In many companies, overtime is part of the daily routine. In Germany, almost every employee works non-contractual overtime - of which more than half remained unpaid in 2021. But for the future generation of workers, overtime and extra work no longer fit into the mindset. This work attitude is also known as quiet quitting and will change the future of the job market dramatically. Find out what quiet quitting is all about and how you can get employees back on board!

List of content:

1. What are Quiet Quitters?
2. Why has the work attitude changed?
3. 10 tips for more employer attractiveness
4. Our conclusion

What are Quiet Quitters? 

The young term "quiet quitting" means a work pattern in which the employee only works as much as contractually agreed. In this sense, the intensity and performance of work is reduced to the contractual minimum.  
Quiet quitting is not a breach of duty and does not automatically mean that the employee does not like his or her job. It simply means that the employee is not ready for additional commitment, permanent initiative or regular overtime. 
Quiet Quitting is said to be particularly prevalent among the younger generations, who, unlike their parents, have different attitudes to work, do not spend too much time in their job and prioritise other values. Basically, the new working generation focuses more on physical and mental health.

Why has the work attitude changed? 

In recent years, attitudes towards work have changed among the younger generations, especially Millennials and Generation Z. Many young workers place more emphasis on a work-life balance and put their well-being above long working hours and traditional company structures. This is triggered by various factors such as increasing digitalisation, technological developments, changing attitudes and more awareness of mental health.  
Especially due to the Corona pandemic, many workers realised that they can be productive outside of traditional office hours through the flexibility of digital communication tools and even experience more balance as a result. This realisation is reinforced by the gig economy, which increasingly offers temporary limited occupations and temp jobs. This allows flexibility to be lived out more, while securing income at the same time. 
In addition, many younger workers no longer measure their success by a job title, salary or their status, but look for opportunities to find personal fulfilment and do work that aligns with their values. In addition, there is a greater awareness of mental health, which is also becoming more present, especially in light of the worsening permanent crises. 
Another influencing factor may also be the rising cost of living, which may increase the urge to find a well-paid job that provides security. However, this is also accompanied by the desire for more job satisfaction: younger generations may place more importance on finding a job that they enjoy and that fulfils them. This is often accompanied by the need to do something for the environment and to make a contribution. If this need remains unfulfilled, willingness may be correspondingly lower.

10 tips for more employer attractiveness 

Our conclusion

With the increasing shortage of skilled workers and the constant search for young professionals, the job market has to change and adapt to the new demands and needs. Although quiet quitting may sound negative at first, it, by no means, means that dedicated work will be lost or that future generations of workers will be lazy. It requires companies to evolve and become more attuned to the needs and values of younger generations in order to attract and retain top talents. Companies that value work-life balance, flexibility and a positive company culture are more likely to be successful in recruitment and retention. 
Although this change brings includes extra work at first, it can lead us to a prosperous future where perhaps burnout rates will decrease and perceived work and life satisfaction will increase. 



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