Dans la société moderne, tout évolue à une vitesse grand V pour assouvir les besoins d’un capitalisme destructeur. Ce rythme effréné et infernal que les hautes sphères nous imposent enferme le monde dans un cercle vicieux sans issue. Entre se contenter de mener une vie décente qui assure une certaine stabilité financière et tenter de mener une vie plus épanouie et plus rentable, des concessions s’imposent. Face à cette nouvelle forme d’esclavage moderne, certains ont fait le choix du «quiet quitting» pour échapper discrètement aux dérives du capitalisme.
Le « Quiet quitting » ou la démission silencieuse est un phénomène en vogue, une tendance qui s’immisce progressivement dans le milieu du travail comme une gangrène et prend de l’ampleur surtout chez les jeunes générations devenues blasées et plus victimes de désenchantement. Devenu populaire après la crise pandémique, ce fléau aurait fait son apparition sur le réseau social Tiktok pour ensuite enflammer la toile et faire l’actu.
Les salariés adeptes de nouveau mode de résistance au travail ne démissionnent pas mais préfèrent rester en poste en se contentant d’effectuer le strict minimum c’est-à-dire pas d’heures supplémentaires, respect des horaires à la minute près, ignorer toute sollicitation en dehors de leur activité professionnelle. L’idée est de fournir un minimum d’efforts pour uniquement réaliser ses missions quotidiennes. Ce désengagement progressif n’est pas si surprenant que ça et peut s’expliquer par une multitude de facteurs.
Ce désintérêt est étroitement lié à une perte de motivation voire le manque de sentiment d’appartenance à l’entreprise ce qui fait que le salarié ne se sent plus concerné par tout ce qui se passe en dehors de son champ d’action. Il ne voit plus l’intérêt de se dépasser, de s’investir corps et âme sans compter ses heures au détriment de son bien être personnel. Selon une étude réalisée par le cabinet Gallup, seuls 6% d’actifs sont dévoués à leurs tâches chaque jour. 94% ne le sont donc pas et 25% d’entre eux se disent totalement désengagés.
Une faible considération financière, un manque de gratitude et l’absence épanouissement professionnelle comptent parmi les raisons pour lesquelles ces salariés ont décidé de lâcher prise et de placer leur travail en bas d’échelle de leurs soucis. C’est une tendance qui s’est amplifié par la pandémie qui provoqué une prise de conscience collective sur le rapport au travail et l’équilibre entre vie personnelle et professionnelle mais surtout sur la nécessité de se recentrer sur l’essentiel et sur ce qui compte vraiment loin des bureaux et des deadlines.
Si le fait de démissionner silencieusement peut sembler être une solution de facilité à court terme, il peut avoir des conséquences néfastes à long terme. Par exemple, si une personne n’est pas satisfaite de son travail mais choisit de ne pas l’exprimer, elle risque d’être de plus en plus malheureuse et désengagée, ce qui entraînera un épuisement professionnel et une baisse de la performance au travail.
Alors, comment éviter de démissionner en douce et travailler plutôt à la résolution et à la croissance ? La première étape consiste à reconnaître les signes du « quiet quitting ». Quoique cela peut être difficile, car le principe même est que c’est un phénomène qui se produit souvent de manière latente et progressive. Cependant, prêter attention à ses propres sentiments, comportements et réactions peut être un bon moyen d’identifier le moment où vous commencez à vous désengager et perdre tout enthousiasme et motivation.
Une fois que vous avez identifié les signes énonciateurs, il est important de prendre des mesures. Il peut s’agir de rechercher le soutien d’autres personnes, comme un thérapeute, un mentor, un ami de confiance ou un membre de la famille. Il peut aussi s’agir de mettre en pratique des techniques de communication, comme l’affirmation de soi et l’écoute active, afin d’exprimer efficacement vos préoccupations et vos besoins et prendre le contrôle de votre vie.
Cette nouvelle philosophie de travail se démocratise subtilement et représente une réelle menace pour les générations futures encore moins motivées par le salariat qui revendiquent d’ores et déjà ce mode de fonctionnement. Véritable sujet de débat mais aussi source d’angoisse des managers et des professionnels du recrutement parce qu’on ne s’arrête pas là et de nouvelles tendances similaires voient le jour sur le marché de travail comme le « quiet hiring » ou le recrutement silencieux mais aussi le « quiet firing » ou le licenciement silencieux.
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