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What kind of institutional gaslighting is this?
(i.redd.it)
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this post was submitted on 29 Apr 2024
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Work Reform
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A place to discuss positive changes that can make work more equitable, and to vent about current practices. We are NOT against work; we just want the fruits of our labor to be recognized better.
Our Philosophies:
- All workers must be paid a living wage for their labor.
- Income inequality is the main cause of lower living standards.
- Workers must join together and fight back for what is rightfully theirs.
- We must not be divided and conquered. Workers gain the most when they focus on unifying issues.
Our Goals
- Higher wages for underpaid workers.
- Better worker representation, including but not limited to unions.
- Better and fewer working hours.
- Stimulating a massive wave of worker organizing in the United States and beyond.
- Organizing and supporting political causes and campaigns that put workers first.
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Woosh.
Also quiet quitting isn’t anything except a bullshit term dreamed up by capitalist crybabies.
More like inexperienced middle-management. Discussing the team member’s reasons for disengagement could lead to a solution for them, or even multiple team members. Saying “I have nothing to complain about” proves ineffective leadership looking for cause to terminate.
The only solution I would accept involves guillotines for the rich and the immediate end to the exploitation of the proletariat globally, so I don't think that's going to work for most middle managers.
That’s fine. I’m just saying the managers in that headline are the problem, not the employees.
You are saying it in a way that sounds like someone doing their job is disengagement.
Engagement and morale are measured independently from performance. The blurb states that the employees are meeting minimum expectations of performance, so the manager has “nothing to complain about.” I’m saying that’s bullshit leadership. If your employees are unhappy, you should ask them why and address any work-related dissatisfaction.
Someone doing their job without going above and beyond is a work related concern?
That is what we are talking about.
I’m on your side, but you keep missing the point. If you’re in charge of people that need to do a job, and while they are getting the work done, they seem miserable. Wouldn’t you give enough fucks to find out why? Standing there and saying, “well I can’t fire them because they’re doing the work” is the real problem. Not the definition of engagement.
Why do you think someone doing their job and not going above and beyond is likely to mean they are also miserable?
I would expect someone who just does the job they signed up for to be happier than someone who thinks they have to go above and beyond.
It doesn’t matter if they’re meeting or exceeding expectations. Performance is measured independently of morale and engagement. If you meet expectations, but you’re unhappy at work, a decent leader will ask why and try to make your work life better.
Cringe. Work managers aren't leaders nor should they be, they're just pencil pushers who got promoted out of whatever they were good at and are now going through the motions.
Isn’t this work reform? Why would you not expect more from the people you work for?
The whole system had to change, a new pool table for the office or this managerial engagement boosting working class oppression tactic isn't work reform.
Engagement and disengagement are effectively separate forms of labor expected of an employee, though, and they're virtually never formally codified. If I'm a coder and my job is to write code, don't expect me to be enthused about writing terrible medical billing software. Enthusiasm and engagement are emotional labor, which I'm not compensated for, and which, to some extent, you can't realistically expect me to demonstrate. I'm not able to "be engaged" beyond performing my tasks and whatever technical or administrative duties I've been assigned. Expecting me to contribute in a way orthogonal to that requires my job to be fundamentally different from what it actually is.
That’s fine if that’s how you like to work. All I’m saying is if an employee is silently quitting by doing the same work but shows less engagement/low morale, the solution isn’t for the manager isn’t to shrug their shoulders because you can’t fire them. That implies the manager’s goal is to terminate due to low performance, which is really shitty leadership.