Hello, everybody, and welcome to the Radical Canter Podcast.

I'm Kim Scott, co-founder of Radical Cander, an author of Radical Cander and Just Work.

And I'm Jason Roseoff, CEO and co-founder of Radical Cander.

I'm Amy Sandler, your-founder of Radical Cander.

I'm Amy Sandler, your host for the Radical Cander podcast.

And today we're talking about two intersecting topics.

So managers who manage managers, which is a lot of managing, and quiet quitting.

There's a lot of, can we like to get into assonance with our words here? There's managers managing, managers, and quiet quitting. There's a lot of, Kim, we like to get into assonance with our words here.

There's managers managing, managers, and quiet quitting. First, let's agree on what we mean by quiet quitting. I will offer up one definition, and I want to get your perspective, Kim and Jason,

on this. From Gallup, Quiet Quitting is the idea

spreading virally on social media that millions of people are not going above and beyond at work

and just meeting their job description, end quote. And Gallup notes that this is a problem because,

quote, most jobs today require some

level of extra effort to collaborate with coworkers and meet customer needs. So Kim, first of all,

let me turn this over to you. How does that definition land for you? And how do you contrast

it maybe from a radical counter perspective

what you've described as rock star mode yeah at least my understanding i mean of quiet quitting

which is not everyone's understanding we'll have a discussion about it but in my understanding

of quiet quitting rock starstar mode is totally,

totally different. When people are in rock star mode, they're great at their job and they are

doing a great job. They're not just meeting expectations. They're exceeding expectations.

But they're not necessarily gunning for the next big job or the next promotion or whatever.

...