Quiet cessation, “the” solution to save the planet?

Posted on 8 Dec 2022 at 8:00 am

Quiet Stop, Literally “quiet resignation”, can result in less involvement of an employee within his company. this” leave quietly » For example, he chooses not to work overtime, limits himself to the strict framework of his missions without taking on additional projects, refuses to have responsibilities if he does not want to have them. It can also go through choosing not to get emotionally involved in company life (events, after work).

It is therefore a question of doing a job, no more, no less, without committing professional misconduct and without complicity.

What causes silent cessation?

The younger generation is taking advantage of the phenomenon that trended on TikTok this summer. Hunter Kaimi, whose video, for example, has 1.6 million views. He highlighted two facts that for him translated this phenomenon of the python into the source of silent cessation.

On the one hand, there is this desire not to do too much when working for people who are not worried about the health of their employees: “The reality is that many people my age work for employers who don’t see us as people”said the TikTokeur.

This questioning of the human relationship to work is fueled by a certain exhaustion faced with an increasingly intense pace of work. After the first incarceration, the Human Footprint barometer shows that 2.5 million employees are in a state of severe burnout. So it seems that we are witnessing a counter phenomenon in front of the hustle culture, or toxic productivity, which consists of devoting oneself to one’s work, sometimes to the point of burnout.

According to Malakoff Humanis quoted by Le Parisien, 42% of employees are prescribed a work stoppage in 2022. Psychological reasons are the source of one in five stoppages, and constitute the first reason for long stoppages. These statistics are particularly “drawn” by women and young people, who are more exposed to precarious work, pro-life imbalance and professional exhaustion.

The search for meaning and eco-anxiety

On the other hand, there is this folly of working overtime to secure an uncertain future, according to the same TikTokeur: “Why do I want to buy a house, if the world may not survive in 50 years? »

This eco-anxiety also affects the work relationship: according to a study published by Audencia and Jobs that make sense in March 2022, 57% of employees want to contribute to ecological challenges and/ or social transition as part of their work.

And according to the January 2020 BCG Talent Barometer, six out of ten young people are willing to turn down a position at a company without commitment. We believe that this phenomenon of silent cessation is in fact a tremendous opportunity to redirect work. In particular, the two axes seem important to us in order to rebuild a healthy and sustainable work relationship.

An opportunity to rethink the meaning and time at work

First of all, it is a question of (re)defining work. This notion of “meaning” can take on different realities depending on the person, but our previously mentioned study shows some basic aspirations.

According to the respondents, three actions are prioritized for strengthening meaning at work: strengthening the company’s positive impact on society and/or the planet (58% of respondents, and 65% of 18-24 year olds); role model related to one’s commitments (38% of respondents, and 46% of those aged 45 and over); offering flexible working hours (36% of respondents, and 44% of 25-34 year olds). We’re seeing these aspirations translate to our platform, with a doubling of positive job search impact over the past twelve months.

Even Sundar Pichai, the CEO of the Alphabet Group, said this in a recent interview for Bloomberg: “When I look at the younger generation, teenagers today, I don’t see them choosing to work for a company they consider polluting. »

Then, as also shown in the 3rd point of the study mentioned above, this phenomenon is an opportunity to redefine the organization of working time.

4 day week (5 paid) for everyone?

The generalization of teleworking, experiments in the 4-day week, are all major trends going in the right direction.

In rational jobs, 80% of companies are open to telework: 12% of total telework; 41% in partial teleworking (2 to 3 days a week); 27% more prompt. Another significant number: more than half of 18-24 year olds (53%) say they would be willing to resign if it was impossible to telecommute at their company, according to the Workforce View study”, published this Wednesday, July 13 of ADP Research Institute. A figure that clearly differentiates them from all the French who say themselves that 38% are comfortable with the idea of ​​returning to the office full-time.

Companies must consider these new demands if they want to retain and motivate their employees in a sustainable way.

* jobs_that_makesense identifies a hundred new jobs with a positive impact every day, from a total of over 25,000 offers and over 2,000 recruiting companies and associations.

To remember

This forum is written by a contributor outside of the editorial staff. He is not paid by Les Echos START, nor did he pay to publish this text. Therefore, the choice to publish it was made solely on editorial criteria.

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