There's some inherent tension here: If you're temporarily reassigned to a different part of your company, you might interpret that as being told that your regular job isn't particularly important. After all, nobody's getting hired to backfill your old responsibilities.
Bosses can help address that by clearly articulating why the specific project or business division is so crucial to the company's success. It'll help the employee feel valued, and less likely to see the move as a sign that they need to start looking for jobs elsewhere.
Yeah, they’re going to move people to a basement office but they get to keep their red Swingline stapler.
If there is a downturn, start with making people that want to keep their job come to the office. If they won’t, good luck to them in their endeavors to find another position during the recession.
I said it! Now flame away!
I believe that, up until this year, that was always called "reorganization." But hey, let's use a cool, new term.
Is that to kind of neuter the jobs reports, or perhaps render them obsolete and therefore unnecessary altogether?
This has been going on for decades. It was called “flexible” workplace. Way back when “team” was the flavor-of-the-day management buzzword.
Manufacturing company I just started with is hiring out loud. They kept going during covid while their competitors in blue states/cities shut down so they gained a ton of new customers.
I was a VP of Operations and wearing too many hats - HR, IT, Purchasing, Project Manager, Payables Manager...
I was also one of five owners. Three of the owners decided to get rid of two of the owners - fired us/bought us out. Since I only owned 5% of the company, buying me out was easy. Replacing me was more...interesting.
They actually gave me two months to train the 5 people that were replacing me.
Yep, these guys were financial geniuses.
I won’t go into the amount of money they spent on IT upgrades when the new IT people refused to work on the old hardware they wouldn’t upgrade because I kept it working. I asked for money for upgrades in every budget, but was voted down because IT spending didn’t increase revenues. Genius.
They were effectively out of business within 7 years of my departure. They only hung on that long because they just kept stripping the company of production capability and assets.
So now the trend is to get employees to do what I was doing all along.
The wheel goes round and round.
HR expert? There is no such thing. Talk about scraping the bottom. People in HR deserve the same respect as groomer teachers and congressmen.
Poor Natasha, the author of this trash, trying to be Gen Z edgy thru building on the Millennial quiet quitting trend broadcast on Fakebook and Reddit, two loser social media platforms.
Overall, Gen Z scribblers are not interesting.
“Sometimes, it means hiring short-term contractors. Other times, it means encouraging current employees to temporarily move into new roles within the organization, McRae says.”
That’s supposed to be new??
Some moron comes up with some new mysterious terms, like “quiet quitting” or “quite hiring” and a lot of “loud idioits” pick it up and try to impress people with their newfound jargon.
“Quiet quitting”, aka, lazy bums, have been there forever. And so have “quiet hiring”, aka, independent contractors.
There I got it off my chest... I already feel better.
bkmk
New names, but same old strategies and tactics. “Quiet Hiring” reminds me of “rainstorm” being called “Bomb Cyclone” or “Atmospheric River” and a cold snap re-christened a “Polar Vortex.”
Millennials and modern authors need to invent new words and phrases every day to keep the clicks coming and the consulting and writing contracts renewed.
Well, I think English is the other swing of the pendulum by inventing and creating not new words but additional Thesaurus entries for existing words and phrases. From Quiet Quitting to Quiet Hiring.
What a load of utter rubbish!
Yeah, this is my world. I do all the stuff no one else wants to do AND they want me to start doing Java development. I really just want to retire.
At best, it means the same people are doing different jobs in the same organizations, while still being called back occasionally to do their old jobs. Not really a terrible thing, in a healthy organization, and pretty much standard practice in a small company.
This catchy phrase is not going to last very long before they will swap it out for another one.
Bingo.
Worse, management will run the A-Team that they're going to send to each problem area like horses until they drop. They'll be forced to go from one crisis to another while the lesser-skilled employees can sit in place, littering all over because someone else is going to clean it up.
Very quickly after that, managers are going to start actively letting things go because they can ask, without any fear of being called out, that the A-Team get sent in to fix all the problems. Voila, it's now corporate policy to reward failure.
Meanwhile, being good at putting out fires only means more fires appear. Only the young and green get suckered into the fire brigade although no one gets fooled twice. They end up having to quit because NO ONE is going to let professional problem solvers leave the crisis management team. The most idealistic were simply the most foolish as they sacrificed real skill building and contribution and instead got chained to a dying cause.
This is nothing new and is a sign of failure, like repairing broken windows on a sinking Titanic. Saw it decades ago. The companies that adopted it didn't just fail a bit, they failed completely and disappeared.
Contract out HR. That would get their panties in a bunch.
Any article that has “Here’s what that means...” in the title should be instantly incinerated!
Normally what happens in the “downturn” is that the deadwood gets thinned out and the remainder get all the extra work. Your salary job now is 12+ hours a day instead of the original 8+ hours.