But it is important to factor your mental health into the equation, says Salemi. Quitting a job without having your next move completely planned out obviously isn’t a decision to take lightly. Is it ever okay to quit your job suddenly? “That’s why I always try to treat everyone respectfully because you really never know who could be giving you your next shot and who is watching how you handle your departure.”Īgain, the calculus here can change if you’re dealing with toxicity at work or have life circumstances that just don’t make giving much notice possible. “Even if you're not a huge fan of your manager, other people at your company are watching,” Woodruff-Santos adds. “You never know when you may be working for or among the people you’re leaving again.” So it’s generally best to give adequate notice if you are able to as a sign of consideration for everyone it will affect and to maintain your relationships. “I’ve seen people give one week’s notice or even a day, but it’s not the best look,” Salemi says. While you ultimately don’t inherently owe a soon-to-be ex-employer anything, leaving abruptly may not leave the best impression. “It’s ideal to be able to plan it out, but the COVID-19 pandemic made it abundantly clear that many situations like caretaking fall on the shoulders of women, and sometimes you may not have time to make a game plan,” she says. If you’re dealing with a toxic work environment, or you have to quickly take a step back to care for a child or other loved one, you have to do what you need to for yourself and your family, Woodruff-Santos says. (Depending on the industry, your employer might even ask that you leave immediately upon giving notice.) Giving at least two weeks’ notice when leaving a job is a common courtesy, but it’s not absolutely mandatory, and some life or job circumstances may require you to leave sooner. How much notice do you really need to give? The realities of what this will look like depend in large part on whether you have another job lined up or enough of a safety net (from savings, family support, etc.) to help you get through until you land another role. Of course, one of the most obvious factors for deciding it’s time to quit your job is if your move makes sense financially, Woodruff-Santos says. “Because the farm is my passion there is an intrinsic motivation to do more.This type of self-reflection can help you figure out when it’s indeed time to quit your current job. She acknowledges that she’s got a different mentality when farming. When Ko isn’t working her nine-to-five, she runs Bao Bao Farm, a small-scale vegetable farm. “Can we just call it what it is? It’s just working.” “It’s negative and dangerous that we frame a healthy work life balance as quitting,” says Ko. She’s not convinced “quiet quitting” is the best term for setting boundaries. Shini Ko, a millennial software developer, acknowledges that she and many of her colleagues are in the industry for the pay, but she too, prioritizes stepping away from work when necessary. The survey also found that among the top concerns of the Gen-Z and millennial generation is finances, with pay being the number one reason workers in the demographic left their roles in the last two years. There are potential generational differences between the Boomers and Gen-X executives that have subscribed to the hustle ‘rise and grind’ mentality to climb the corporate ladder, versus younger generations that tend to prioritize a better work-life balance, according to Deloitte’s 2022 Global Gen Z and Millennial Survey. The generational divide and the significance of pay “Anytime that you silence your own voice in an organization, you may be depriving yourself of the opportunity to change that organization,” says his spokesperson. “Anyone who tells their business leader they are a quiet quitter is likely not to have a job for very long.” Gergo Vari, CEO of job board platform Lensa, also believes the decision won’t serve employees long-term either. “I understand the concept, but the words are off-putting,” he says. Taylor, who, as a CEO himself leads a team of over 500 associates, advocates for his employees taking time off when they’re feeling overworked, but he doesn’t see how embracing quiet quitting will be helpful to employees in the long term. “I don’t know a company in America that is not sensitized to burnout and the need for employees to step away from the workplace for their mental health.” Taylor Jr., President and CEO of Society for Human Resource Management, the world’s largest HR society, says remote work has caused severe burnout, Zoom fatigue, and made it harder for some workers to take breaks from home. Read more: Some CEOs Are Cutting Staff Even as the Labor Market Booms
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