There is no denying that T&S is a tough industry. While feelings of over-extension, stress, being underrecognized or generally out of alignment with management are common experiences in our modern world of work – it can be even more prevalent in content moderation due to its intense mental and emotional demands. When these experiences are chronic and consistent, depletion and burnout soon follow. ‘Quiet quitting’ has become a prevalent coping mechanism – the reflex to withdraw and disengage, dial back on input and do the bare minimum. The most recent Gallup State of the Workplace 2024 global report estimates that 6 in 10 employees are disengaged at work.
Despite sincere and stalworth endeavors to promote ESG reporting and a much greater emphasis on employee wellbeing – the residue of unsustainable practices in capitalism lingers on. Operational and systemic shifts towards more inclusive, regenerative models that balance economic goals with ecological and social sustainability is slow – and as demands to speed up and do more are continually intensifying, it is no surprise that so many workers are exhausted, disillusioned and grappling with depletion. However, while ‘quiet quitting’ might feel like a natural reaction, the very act of pulling back and reducing workload to the bare minimum might not actually be the best tonic.
Paradoxically, this reflex to withdraw can negatively impact personal health and wellbeing, damage career path and detract from overall life satisfaction. So instead of quiet quitting, psychotherapist Lesley Alderman coined the term ‘quiet thriving’ as a possible alternative. Although it may sound a little cheesy, this is a powerful concept that involves taking specific actions and making mental shifts to reframe personal circumstances and proactively seek more fulfilling solutions. The following are just some simple ways to shift gears from quiet quitting to ‘quiet thriving’, exploring new possibilities, even in the toughest industries.
1. Find a Cause
Hungarian psychologist Mihaly Csikszentmihalyi extensively researched flow state for decades, and he discovered that contrary to what we might believe, the moments which make people feel happiest and most fulfilled are not just when we’re kicking back and relaxing – but rather when a fine balance is struck between our skills and the challenges at hand. This is even more pronounced when the skills are helping or contributing to others in a meaningful way. Many experts in positive psychology also attest to the essential role of meaning and purpose to enhance job and life satisfaction.
So, if interest in content moderation work is waning, instead of giving up and backing off – an alternative approach may be to curiously explore if there are other opportunities to engage in something important that would be a greater outlet for skills and competencies. This may mean focusing efforts on a particular workflow or exploring the development of leadership skills. By aligning work with something we really care about, it fosters a greater sense of purpose. Whether this becomes an official part of the professional role or a voluntary activity, finding avenues for more meaning at work can boost motivation and make professional life feel more rewarding.
2. Job Crafting
In a similar vein, job crafting refers to the deliberate and intentional design of work to fit better with life circumstances and personal skills. Despite many of us being conditioned to be obedient and follow direction in traditional schooling systems – in life it is important to challenge the status quo, especially when it comes to enduring substandard or dissatisfying work conditions. In T&S it can be especially easy to just concede that job crafting is not possible, and in some regards, this may be true – however there may be small changes that are possible, but without exploring them, things will be much slower to improve. Although it may be uncomfortable and challenging to speak up initially – it will benefit everyone in the long run and contribute to enhancing the organizational culture.
In job crafting, flexibility is the name of the game – exploring ways to adapt work to better fit with the way you wish to live life. Mounting research indicates it leads to increased job satisfaction, commitment, and improved performance. To begin, start by identifying the tasks and responsibilities you enjoy most, find ways to delegate or minimize tasks that drain your energy. Of course, in T&S this may be easier in some contexts than others, and in some roles, it may be very challenging – nonetheless, remaining curious about possible changes and seeing if a new approach is feasible may help to bring the spark back.
3. Develop Work Relationships
Another powerful way to rekindle meaning in work is through the development of friendships and healthier connections. It is very natural to have tensions and challenges with colleagues who may have different values and world views or may be going through a tough time in life. This is especially important in content moderation, which often has such a diverse multi-cultural workforce. Instead of spiraling into judgement and withdrawal from challenging behaviors or perspectives, being brave enough to have difficult conversations can strengthen relationships. Whether it is tensions with a peer or a manager, instead of avoiding interactions or pulling back from the relationship – addressing the challenge may transform the connection and serve to build more trust.
While this is not always possible, it may be worth exploring the development of communication skills and conflict resolution instead of just walking away. Or equally soliciting some support via mediation, or external advice on how to handle the situation. The quality of our work relationships shapes and influences our experiences and so if this is an area that has been challenging, it could be the key to turning a tough situation around. Equally, it’s important not to underestimate the value of making more time for friendly interactions with colleagues, both in person and virtually, as it can enrich the workday in unexpected ways. T&S often involves unsociable work hours which can impact personal life connections so it can be even more important to nurture work connections. Greeting colleagues warmly, engaging in chitchat at the start of meetings, and reaching out to just to check-in can be a gamechanger – even the smallest effort may help to cultivate a greater sense of belonging and community at work.
4. Take More Breaks
Another major driver of ‘quiet quitting’ is overload. Like all things, engagement in work has a fine balance – and being too engaged and overly invested can lead to working long hours, taking on more than is manageable and overextending beyond personal capacities. A quick and simple solution for this tendency is to become more mindful of taking adequate breaks and allowing time for rest and recovery. This can often be an area that is quite restricted in content moderation due to targets and role demands – but nonetheless it may still be worth exploring and discussing with leaders, as research consistently shows that taking regular short breaks helps to prevent burnout, boost creativity, and improve overall productivity.
If scheduling and prioritizing breaks is limited and not going to change in the foreseeable future, another option is to explore ways to optimize the value from breaktime. Instead of just lowering a coffee or getting a nicotine hit and ploughing on – taking time to doodle on a sketchpad, listen to energizing music, meditate or chat with a friend as an ‘active recovery’ may be a more effective way to recharge. Even brief mental breaks can really help to improve focus and performance which can lead to a greater sense of accomplishment and satisfaction, and again, help rekindle that interest and excitement at work.
5. Set Better Boundaries
Dovetailing on this, another way to avoid chronic stress and burning out is to learn about proficient and effective boundary setting. There are many different types of boundaries that may require navigation such as establishing clear distinctions between work and personal time, having communication agreements, clearly understanding the remit of one’s role and being able to say ‘no’ to additional tasks. There is a fine balance to be struck between self-sacrifice and self-preservation, especially for those in management, however learning to find this balance could be the key to thriving in work or crashing and caving in. Again, in content moderation or some other role within T&S, it may seem impossible to set boundaries due to constraints of the system, however staying curious and keeping the conversation open may eventually lead to improvements. Also, some of the simplest boundaries can be the addition of an end-of-day ritual to mark the transition from work to personal life which is well within everyone’s power to create.
Conclusion
Even though T&S is a tough gig, and content moderation is particularly challenging, exploring small changes may lead to significant improvements in work satisfaction over time. So, our parting advice is to experiment before giving up! With some, or indeed all the suggestions mentioned above, it may be possible for you to feel more engaged and fulfilled in your professional life.
