It is sad to see that some here think that they've solved their problem by doing the bare minimum to spare themselves some of the stress associated with their work. I'm afraid that many who decide to quietly quit will fall into the trap of staying here too long and getting stuck in this place.
The solution is not to do the bare minimum, the solution is to upgrade your skillset as much as possible and get out of here!
It is interesting and sad to see just how the system works at AIG. Every quarter we hear about great progress and billions in premium. Every quarter the board authorizes AIG share buybacks to the tune of billions of dollars. The stock pops for a few weeks. Executives sell their shares on the highs and make millions. It is public record if you care to look. Then the stock craters again.
But then when it comes STI, promo time sorry we just cannot make money at AIG. We really have to watch our expenses. Just be happy you still have a job and here is your 2%. That translates to we would rather boost our stock prices so we can make our profits rather than give you a livable wage. But thanks for working so hard, we really appreciate your efforts.
Executives are either naive or too full of themselves to realize that the average employee sees what you are doing. And you want us to go above and beyond. I don't think so pal.
The comment right below about this is 100% accurate. As a manager it’s depressing to deliver a 2% increase when all you hear about from the top down is needing to push rate / valuation because of inflation. Apparently inflation is a key part of every facet of AIG except employee wages/comp.
It is very difficult to be a people manager at AIG as the company stands today. I have been told to dangle the sti carrot to motivate my staff. If you perform you will be rewarded at sti time! When my staff overperforms I have to look them in the eye and tell then they are not being rewarded for their efforts and you only get a 2% cost of living increase.
You lose credibility and trust. Your staff thinks it is you who lied. In reality, it came from the top. I will not do this any longer so now my team is putting up mediocre results. I don't blame them.
Needless to say, I am working on an exit strategy as I write this. There are some bad managers out there, but most of your anger should be focused on the top because your manager has very little say in what happens on a day to day basis.
Quiet quitting is not a long-term strategy for individual success. But AIG is the poster child company for this term.
When you have a culture that is built around nepotism for career advancement and your employees are not rewarded in a system the proclaims itself "pay for performance", then you foster a system of mediocrity. When your leaders reward themselves with multi-million-dollar salaries and bonuses and your average employee is given 2%, you get a 2% effort from your employees.
When you choose short term expense reduction (outsourcing and layoffs) instead of valuing tenure you lose employee loyalty. You lose employee motivation. You lose good employees.
Those who remain are basically contract workers with no vested interest in how the company performs because they never benefit from any success within the company. It is simply a paycheck and benefits in exchange for the minimum amount of work that needs to be done. Just like working at a fast food restaurant, mostly any government position or a seasonal employee at Walmart who is brought in for the holidays, you do this and you get $, period.
AIG has done this to itself, so it is hard to blame employees when they say they have had enough. Again, you have to be strategic in moving yourself forward while doing the bare minimum, but you owe AIG nothing at this point so you must do whatever is necessary to advance your career outside of AIG. Good luck.
Even if you do over achieve, you will most likely get a small salary increase while a new hire with less experience, less tenured and incompentent may come in at your same level or above. Salary compression for loyal, more experienced, long term employees is crushing employee morale. It's creating a lot more employees to consider leaving AIG.
no, the opposite is true. if you try to over achieve here you will never have time to work on your personal goals and you will get nowhere at aig. you should not do the bare minimum and skate. you should do the bare minimum and build your skills elsewhere.
low level manager here, my entire team is taking a knee because they all overachieved last year and got zero reward. now they are slowing down and using their spare time to network, fine tune their resumes and hone their job skills. several have found other jobs and left with significant increases in pay. although it makes my life harder when i lose help, i have to smile and say nice job. you did it!
the term "quite quit" is a stupid internet phenomenon, but the concept works if you do it right. if you do the bare minimum and watch tv all day, then you lose. if you do the bare minimum and advance yourself to get out of aig it is poetic justice for all of the b/s this company pushes and i love it!
I have never really understood the idea of doing the bare minimum. Any skillset you get comes to you, and from my experience, those who apply themselves are those who get the best exit positions. People need to realize that doing the bare minimum is self-harm at the end of the day.