By Rose O. Sherman, EdD, RN, NEA-BC, FAAN
The Wall Street Journal reported last week on a new phenomenon supported by TikTok influencers that appears to be gaining traction with Generation Z. It is known as “quiet quitting.” The journal reports that the phrase generates millions of views on TikTok as some young professionals reject the idea of going above and beyond in their careers, labeling their lesser enthusiasm a form of “quitting.” It isn’t about getting off the company payroll, these employees say. The idea is to stay in your position—but focus your time and energy on the things you do outside of work and not on your professional life.
For nurse leaders, this could mean that more young nurses will say, “I am just here to put in my 12 hours and go home – don’t ask me to work additional shifts or participate in shared governance activities. What is advocated with quiet quitting is to decouple your professional identity from your personal life. It is a rejection” of the “work” to live” culture embraced by many Baby Boomers, many of whom worked second jobs. The loss of this productivity level is being felt throughout healthcare today. Yet young nurses understand that through quiet quitting, you can significantly reduce the feelings of job burnout because you don’t feel compelled to overwork.
With intense labor shortages, Generation Z knows they are in the driver’s seat and is unafraid to exercise control over their work schedules and lives. Gallup has noted that while engagement with work has fallen across all generations, it is especially notable with Generation Z. Gen Z and younger millennials, born in 1989 and after, reported the lowest engagement of all during the first quarter at 31%. In their research, Gallup has found that more than half of workers under 36 show up at work and will do the minimum required but not much else. This is especially true where there is no sense of purpose or connection.
How Should Nurse Leaders Respond
Gallup’s research indicates that well-being is a critical recruitment and retention factor for staff under the age of 35. Nurse leaders can promote engagement with the team and the organization as a powerful force in well-being. Drawing boundaries around how much you work and being engaged in the work are not mutually exclusive.
We know that Generation Z nurses are interested in career mentoring. Young nurses may not realize that sometimes you need to play the long game for career success. The long game is a powerful idea. In simplest terms, playing the long game means you take small, necessary steps every day to set yourself up for success down the road. In other words, stay ahead of the curve, continue swimming in the choppy water, and don’t withdraw. Playing the long game becomes easier when you focus on what you are learning from the situation that you are all in when at work. The relationships and networks you develop in your 20s can be a powerful catapult for later career success.
Tactics like quiet quitting may feel good in the short run but may not serve us well in the long term. It is a lesson we all learn in life.
© emergingrnleader.com 2022
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