Üsküdar University NPİSTANBUL Hospital Specialist Clinical Psychologist Solin Çekin made an assessment about the "silent resignation" and its reasons, which have been talked about a lot recently, especially in business life.
Specialist Clinical Psychologist Solin Çekin noted that the settling of working from home during the pandemic period caused a decrease in the sense of 'belonging' to the institution where many people worked, and said, “However, the silent resignation, which has become widespread especially among young employees who cannot live their social lives due to work, and individuals who have been working intensely for a long time. wave adopts the principles of 'take time for yourself, work hard enough' or 'protect yourself, work as much as your salary'.” said.
Specialist Clinical Psychologist Solin Çekin said that this term, known as “Quiet Quitting” and translated into Turkish as “Silent resignation”, first came to the fore when a young Tik-Tok user announced this term with a video and brought it to more than 3,5 million viewers. . Çekin said, “Silent resignation, which is defined as 'not working more than the minimum level of work required by the employee', although it may seem like a person's termination of work life, actually occurs as a person's refusal to take additional responsibilities outside of the job description. he said.
Stating that according to the researches, one out of every four people in our country is in the process of silent resignation, Solin Çekin said:
"In addition to this culture of hustle and bustle in business life, especially young employees want to advance rapidly in their careers, while 'their labor will not be rewarded', 'anxiety about not being able to prosper socio-economically', 'feeling of burnout', 'don't give up hope', 'work One out of every four people in Turkey finds himself in the process of silent resignation because of not being able to see the value he deserves on the spot' or 'thoughts to give priority to himself'; both people see themselves as prone to this process. Improvements in salaries, bonuses or 'above normal' work for promotion are no longer meaningful to many individuals. The thought that this effort will not be worth the additional benefits to be earned causes people to make many inquiries about their work and social lives.”
Referring to the results of an online research conducted by a human resources consultancy firm on about a thousand people, Specialist Clinical Psychologist Solin Çekin said, “24 percent of the employees in Turkey are currently experiencing the silent resignation process, while 46,7 percent are prone to this concept. Again in the same study, 15 percent of the youth said, 'I am not inclined to this approach', while the rate of those who said they do not know what this concept means remained at 14,3.” said.
Specialist Clinical Psychologist Solin Çekin noted that the Silent Resignation Report, which includes the results of the online research conducted by the digital human resources consultancy Youthall, includes the main reasons that lead individuals to the silent resignation process in Turkey, and said, “Imbalances in work and social life, inability to spare time for private life, as well as rights Receiving a salary below what is paid has also become an important trigger. Employees are willing to give up on silent resignation if they are valued by their managers, improving benefits / bonuses and salary policies.” said.
Specialist Clinical Psychologist Solin Çekin noted that for a healthy working process, the manager should also analyze their employees who are in the process of 'silent resignation' and said, “There are some points that need attention in the part of how to analyze or understand the employees who are in this wave. Symptoms such as reluctance to meetings, late arrival or early departure, decreased investment in teamwork, decreased sense of belonging, lack of motivation, and excessive calmness among employees should suggest the 'silent wave' process.” said.
Specialist Clinical Psychologist Solin Çekin, who also touched on how this situation should be evaluated by employers, said, “It is important to know what is valuable and what is not for performance evaluations or employees who are valued by their managers, their motivation is given importance. Employees who work in institutions whose satisfaction is measured, where 'quiet resignation' is spoken openly if necessary and action is taken according to the relevant situation, continue their working lives in a 'happy and motivated' manner. In a way, this process is about the bond and communication established between managers and employees.” he said.
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