Change is a fact whether we register it or not. Becoming aware of this change is a challenge that we must take up. Keeping our present under observation is a step towards health. Not losing sight of and registering the manifestations and modifications of our behavior is the possibility of effecting a favorable transformation.
We are experiencing a change in the traditional idea of work and professions. New generations and the pandemic have brought new skills to which we have had to adapt or be relegated.
The digitization of work processes with the need to speed them up, the different ways of making payments and payments, the digital signature, the almost total use of the computer even to deal with health problems and the cessation face-to-face contacts are already a reality and present Today the question is: online or face-to-face? Something that a few years ago was unthinkable. This is how change happens, with speed and surprise, so we need to sharpen our minds and recreate skills. Everything is different and gives more.
This is how new behaviors arise, as well as new pathologies. We talk about eco-anxiety, physical symptoms related to the use of computers, postural problems, vision problems, pathologies specific to stress and the work environment, which is not to be outdone. among these effects, this is how silent cessation or silent resignation is presented. A behavior that is associated with new generations, but it is not; it is visualized most clearly in millennials, but this way of behaving is also respected by people of all ages.
Silent resignation is nothing more or less than the product of a combination of sustained stress and burnout. The latter is designated typical symptoms of wear and tear at work which involves manifestations such as anxiety, fatigue, lack of concentration or mental exhaustion.
At first it was associated with health workers, it referred to the physical and psychological effects seen in primary care or intensive care staff, e.g. doctors, nurses and mental health workers, it was associated with the overload of requests and requests.
Today, it is no longer confined to a single defined group, which, although expanding, has already extended to the office and to companies that are outside these sectors. The silent abandonment has spread to all people who occupy workstations.
The valorization of the moments of life of the volatile which turned out to be the same during the pandemic, provoked a response which is in itself the reaction to the fear of the finitude and the ephemeral of life.
The intention to resign from fear and find a way to control how time slips away, led to a half-baked solution, I’d say it’s a middle ground between how I feel and how to fix it. In other words, this transactional solution is nothing but a new social symptom which, as such, must be heard and dealt with.
New ways of approaching occupational disorders
Today, stress is a public health problem. We live in such a way that we feel alert almost all the time.
The war, the unexpected, reliving again and again the mistakes of the past with the sadness of not having learned. Economic crises, social insecurity, incoherence of governments, neglect of the way we treat natural resources and poor attention to the health of the population in general, lead us to live while waiting for an attack and this is how our delicate anatomy receives it. Autoimmune diseases, heart disease, allergies, etc. are increasing. All this product of maintenance of our body and our spirit continuous exposure to stress.
So we look for exits, those more easily accessible like alcohol, drugs, uncontrolled parties and others no less dangerous than silent resignation. But not because silence is less harmful, and I assimilate it because in the different outcomes, what we are talking about is an escape and not a solution. Enarbolando derechos we do not dedicate ourselves to finding the reasons and solving them in an adult way being aware that what is needed are changes in the way of seeing and solving.
We are looking for manual solutions, but not basic solutionswhen it is clear that more changes are coming and we need to be mentally prepared to see them through in a healthy way.
Stopping quietly is nothing more and nothing less what used to be called regulating work, i.e. answering the job for what I’m paid for, and that’s not bad, anyway, what happens is the inconvenience that arises, because in general and so far , the tasks for which one is paid are not clearly defined. In certain professions, in particular those which are linked to the risk for the life of the people, one cannot limit them, whereas the subject deserves a little more precise examination as well of jobs as wages.
From the psychology of organizations we know that the employees who do their job best are those who perceive that their work, the task for which they have been called, is in fair relation to the remuneration they receive, both monetary and of another order. This self-perception increases when an employee benefits from career plans, professional development, job flexibility, additional compensation or bonuses… will evaluate their work and decisions differently when considering their destiny in the company or leaving, on others who are outside these stimuli. These are nothing more than acknowledgments of your work. Recognition of the task, connection and empathy from your bosses, whatever the level, is a key condition for evaluating what I can give and if I want to give it.
Evidence that you give more than you receive brings resentment and feelings of oppression.
The lack of public, commercial and governmental policies does not allow the development of the sensitive and adult expression of these feelings, and brings responses of the order of silent resignation, in addition to generating in the same companions feelings of injustice and misunderstanding on the part of the leaders. senior
What can be done?
A change in business dynamics is needed improve the mental health of employees, reduce diseases caused by stress such as hypertension, obesity and insomnia, among others. So many pathologies that are increasing exponentially among young people and which are definitely reducing human capital and generating, among other things, discomfort during work, generating an increase in sick leave and harming all those involved. That is to say, it is time to take the problem in such a way that its approach is general and with a global look to solve it.
Silent resignation is nothing more than the effect of emotions and sensations that people do not have the possibility of expressing and healing with words, so they manifest themselves in deeds, and which translate by a group of people dissatisfied with their work or the way they conduct themselves alike. It is true that the responsibility is not only on the managerial part, it is also on everyone.
The subject deserves a conscious examination of why and why we work, what we work on and what is the relationship we establish with this very important part of our life, which, when it works well, makes us strengthen our value, be happy, performing better at home and at work then just becoming things elevates us as a society.
It is a subject of great social implication as a whole because change is continuous and inexorable and we do not want to apply the Darwinian rule that the fittest survives.
I think about this we must cultivate fraternity and empathy, offer the means so that we can all start from the same opportunities, then we will see what everyone does with it, but that is another subject that will come later. Getting involved in what happens to us, not looking away, participating, it’s our duty to all, each with what we can, it’s the key to change.
Finding logical and studied measures to achieve better production, more loyalty to the company, a better work environment and a connection with us in terms of the meaning of work in our life, is an outstanding task.
It is obvious that there are particular cases that require appropriate treatment, here, in these few words, we can only state and show that the real possibility of well-being is achievable if we dedicate ourselves to seeing people as beings in mourning, emotional and sometimes without tools to solve the challenges that life throws at them.
We must try to involve ourselves in what happens to us, register our feelings and emotionsour particular conditions, ask for help if necessary and from there, find real and mature solutions, understanding that we are all part of the problem, but also of the solution.
The joint work between all the professionals who can contribute ideas and answers to the new plagues that arise as a result of social situations in this dizzying and not always fair life, is part of the solution and will prevent evasive responses to the feelings that arise from the inevitable process of change that we have to go through.