Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
It is the talk of the year. So many employees are quiet quitting these days.
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1 reply by Luis Branco
Oct 13, 2022 12:09 PM
Luis Branco
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Dear Rami
Thank you for reading and reflecting on this question.
What is this situation attributed to?
What is the consequence for the projects?
How can Project Managers mitigate this situation?
Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Quiet Quieting, previously known as 'work-to-rule' or 'work-to-pay' is not a new phenomena. It is typically used to pressure negotiations in unionized job environments. It works best where employees are paid by the hours on the job for providing specific services (driving a bus, trades, digging a hole, etc.). It rarely applies when providing professional services where the deliverable is result oriented rather than effort applied although for simplicity measurement of effort does factor in.
If we accept project management as a professional position where success is measured in results rather than units of effort than quiet quitting or work-to-pay cannot be applied.
If we are prepared to accept that project management is effort driven (paid by the hour for specific tasks) rather than results driven than maybe. I'm not there and will not get there any time soon.
That being said, quiet quitting by non-professional staff may be a risk consideration.
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1 reply by Luis Branco
Oct 13, 2022 12:12 PM
Luis Branco
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Dear Peter
Thank you for reading this question and giving your opinion?
As Project Managers what measures can be taken to mitigate this situation?
It certainly should be considered by employers and leaders.
Quiet quitting goes hand-in-hand with the large number of employees quitting outright or finding other jobs (The Great Resignation). It's certainly not new. Many unions have enshrined it for decades, but it is either becoming more prevalent, or more visible.
People are seeing that working hard often just means spending more energy and does not result in getting ahead as promised. Unless people see that hard work will be rewarded they have a choice: a) Forget hoping that their management will pay more and simply move to a better job. or b) Stop working so hard and do the minimum work if it earns the same pay.
If shortsighted management does not recognize that failure to reward their employees causes this behavior, the lack of productivity and high turnover hurts their business rather than saves them money.
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2 replies by Luis Branco and alan rossney
Oct 14, 2022 8:00 AM
Luis Branco
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Dear Keith
Thank you for reading and answering this question.
Is this phenomenon, in your opinion, only due to non-recognition (salary + career) by companies?
Oct 14, 2022 10:14 AM
alan rossney
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nice reply Keith
Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Oct 13, 2022 8:30 AM
Replying to Abolfazl Yousefi Darestani
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Yes, it could be.
Dear Abolfazl
Thank you for reading and reflecting on this question.
What is this situation attributed to?
What is the consequence for the projects?
How can Project Managers mitigate this situation? Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Oct 13, 2022 9:01 AM
Replying to Rami Kaibni
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It is the talk of the year. So many employees are quiet quitting these days.
Dear Rami
Thank you for reading and reflecting on this question.
What is this situation attributed to?
What is the consequence for the projects?
How can Project Managers mitigate this situation? Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Oct 13, 2022 9:41 AM
Replying to Peter Rapin
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Quiet Quieting, previously known as 'work-to-rule' or 'work-to-pay' is not a new phenomena. It is typically used to pressure negotiations in unionized job environments. It works best where employees are paid by the hours on the job for providing specific services (driving a bus, trades, digging a hole, etc.). It rarely applies when providing professional services where the deliverable is result oriented rather than effort applied although for simplicity measurement of effort does factor in.
If we accept project management as a professional position where success is measured in results rather than units of effort than quiet quitting or work-to-pay cannot be applied.
If we are prepared to accept that project management is effort driven (paid by the hour for specific tasks) rather than results driven than maybe. I'm not there and will not get there any time soon.
That being said, quiet quitting by non-professional staff may be a risk consideration.
Dear Peter
Thank you for reading this question and giving your opinion?
As Project Managers what measures can be taken to mitigate this situation?
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1 reply by Peter Rapin
Oct 13, 2022 2:07 PM
Peter Rapin
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I recollect that resource management (HM) is an element of project management (PM). HM is more than assigning personnel, it means getting the best from the resources applied. Getting the best includes knowing the limitations, establishing the requirements (deliverables), communicating (also an element of PM, not just with stakeholders but The Team and individuals within the team), motivating, etc.
So, the solution is to recognize and identify HR issues as project risks, analyse, develop and implement mitigation measures which would include discussion of obligations, expectations and accommodations.
Dealing with quiet quitting is part of the job. Set an example by having reasonable self-expectations and an understanding of life balance, not just for yourself but others.
As a specific example develop and implement reasonable expectations and rules related to email communications. Forget the 24/7 requirements.
Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Oct 13, 2022 12:12 PM
Replying to Luis Branco
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Dear Peter
Thank you for reading this question and giving your opinion?
As Project Managers what measures can be taken to mitigate this situation?
I recollect that resource management (HM) is an element of project management (PM). HM is more than assigning personnel, it means getting the best from the resources applied. Getting the best includes knowing the limitations, establishing the requirements (deliverables), communicating (also an element of PM, not just with stakeholders but The Team and individuals within the team), motivating, etc.
So, the solution is to recognize and identify HR issues as project risks, analyse, develop and implement mitigation measures which would include discussion of obligations, expectations and accommodations.
Dealing with quiet quitting is part of the job. Set an example by having reasonable self-expectations and an understanding of life balance, not just for yourself but others.
As a specific example develop and implement reasonable expectations and rules related to email communications. Forget the 24/7 requirements. Saving Changes...
Dear Kiron
Thank you for reading and reflecting on this question.
I will read carefully what you wrote on the subject.
Thanks for your sharing
Oct 14, 2022 11:00 AM
Luis Branco
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Dear Kiron
As you know, I had already read and commented on your publication
Some important tips
Thanks
Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
Quiet quitting can actually be useful for a project manager. Often, project managers have to deal with the vagaries of team members' performance--peaks and valleys. Quiet quitting can actually be useful to ensure a sustained, measurable project team performance.
Don't forget, performance is based on what you measure. Output is a better measure than input. .
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1 reply by Luis Branco
Oct 14, 2022 8:09 AM
Luis Branco
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Dear Stephane
Thank you for reading and answering this question.
We agree when you write: "performance is based on what you measure"
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