Zaid Khan (@zaidlepellin) ignited this discourse when he expressed his desire to quiet quit in a viral TikTok, stating he no longer wants to go above and beyond. The debate is multilayered. In one way, it’s about ambition. In another, it’s about fair pay. Another, it’s about generational differences influencing all of these factors. Ultimately, it’s about whether work influences your sense of self.

To better understand some of the concerns of and indignation from HR leaders regarding this labor revolution, I spoke to Amy Mosher, chief people officer at isolved.

“Previously, we would have called it coasting,” Mosher said of the “bare minimum” labor approach. “In some instances, I think [some employees are] not working at all, where they can get away with it,” she said.

“They really are getting in for a half an hour or an hour a day, doing everything that they think their boss wants them to do. And then checking out for the rest of the day,” she continued. “There are even individuals that have multiple jobs that are… moonlighting, if you will, is what the term used to be.”

I understand the frustrations of many HR pros, especially when retention has been a struggle for many employers and so has engagement — and a dip in engagement and two-week notices tend to go hand-in-hand.

In an attempt to maintain control, many organizations have returned to remote monitoring software — a phenomenon that Mosher brought up. “There’s also a lot more technology utilization by employers to track the amount of time that employees are spending on the network, in the database, on that customer call,” Mosher said.

And still, she continued, the shift to remote work did “open the door for individuals, who are not motivated, to weaponize or take advantage of that.”

Read the full report here