If It needs and must, You may do this.
It is a term that we have come across frequently on social media recently, on which various ideas are shared and in which most people find themselves in today’s working system, even if only a little bit: “silent resignation”.
So what is this silent resignation? Why do we prefer this way? Is this method functional or not? Is it the only way out?
Silent resignation, in its simplest form, can be defined as “leaving the job without leaving the job” by fulfilling the most basic duties that a person should do at work at a minimum level and not taking on any duties beyond his/her established role.
In modern life, it is very healthy for both the working and social lives of employees if they choose to set clear boundaries with their managers about what their job requires and what they are willing to contribute to fulfilling their duties.
This point should be distinguished from silent resignation. Silent resignation differs from these healthy boundaries in that it stretches the boundaries to the point of working at a minimum level in order to continue to be employed and paid in an organization.
For this very reason, it is possible to state that silent resignation has two different faces by the employee and the manager. This situation, which is “getting even” for the employee at some point, can be perceived as a threat that directly affects the working system of the manager.
But why is silent resignation preferred?
It can be said that there are many reasons why a person reaches the point of silent resignation. However, the main source of most of these reasons is the disruption of the balance between work and life.
If we go deeper, we can say that one of the factors that lead to silent resignation is first, the workload is so high that the person has to spend less time for self-care and activities with family and friends.
Secondly, in the midst of the worldwide economic crisis, when employers are getting richer and richer, and the person is not receiving a wage increase at least in line with inflation, this can be a strong motivation for silent resignation.
In addition to these, the fact that the person has put in a great deal of effort at work for a period of time, but has not been appreciated in return, and has even been evaluated in the same league as people who have performed much less than him/her, is also one of the reasons that can be considered quite effective.
On the other hand, unfortunately, the main reason why these factors, which can directly lead to resignation, turn into silent resignation instead of real resignation, is thought to be the insecurity of people that there are other job opportunities that can be an alternative to their current job.
So is silent resignation the only way in the presence of the above reasons? Is there a healthier way for both the employee and the functioning of the organization?
In other words, can another way be followed instead of silent resignation?
As it should be in the solution of every problem, it may be healthiest for the first step to identify the reasons that lead to the thought of silent resignation.
Instead of looking for a single reason, listing all the reasons that are challenging you in the organization and somehow negatively affecting your motivation will allow you to frame the picture.
For example, identifying the root causes of the problem, such as not being able to devote enough time to your personal life, feeling inadequate because you are not getting enough feedback, the salary situation or the physical conditions of the office you work in that make your work inefficient, will shed considerable light on your solution path.
Once the causes have been identified, it is also important to identify the manager who deals with these factors.
Sometimes, unfortunately, listening to unrealistic negative judgments from people who are not competent in solving the problem can make the problem even bigger in your eyes! What should happen after identifying your manager who is competent in the situation is to convey the situation to this person with all clarity.
Make sure you are very clear about how the problem affects you, which needs you have had to give up for necessity, and the solutions you have in mind for your problem.
At this point, it is very important to be open to the other person’s thoughts. Remember that there is no absolute truth for solving problems; not only black or white but also gray is possible.
In addition, drawing healthy boundaries is one of the greatest needs for happiness at work.
Letting your manager know what your manager expects from you, how much you can meet these expectations, the points where you have difficulties and need support, and how much the support you will receive will affect your work efficiency open communication will help you set your work boundaries. Thus, you can manage your business relationships more successfully.
Apart from these, if you cannot find a clear reason for the situation that led you to silent resignation; however, if you still think that your motivation towards work has decreased and you think that silent resignation is the only solution, it may be the right step to change your environment for a short period of time in order to find the real source of the situation you are experiencing.
During this time, it will help to ask yourself what you really need; to identify what you want, not what you need.
If you feel that you are having difficulty finding a way out for yourself on your own, remember that professional support is always possible, and do not hesitate to take the situation to a therapy setting with competent clinical psychologists when necessary.
If, despite all this, the end of the tunnel is still dark for you, remind yourself that getting another job is always an option.
Basically, try to remember that silent resignation is not a solution, it will only complicate the situation.