The name “quiet quitting” is problematic because the phrase implies that something nefarious is going on—namely that an individual has checked out and is dead weight to a company or team. The phase is unnecessarily sensational and leads many to jump to the conclusion that quiet quitters are detrimental to company performance and team morale. In my opinion, we need to quickly relegate this phrase to the historical annals of corporate and popular vernacular.

By being clear about what the company does and its differentiator(s), the average individual change management curve gets shorter and individual morale/competence improves–all else the same. Since the average individual curve shortens and individual outcomes improve, the organizational change curve (aggregated curve) gets shorter and overall outcomes improve.