Today, the second Friday of January, brings us what is known colloquially as “quitter’s day,” so named because it marks the surprisingly swift end to most New Year’s resolutions. The day has become a widely enough recognized cultural phenomenon that Apple is currently using it as a central piece of its holiday marketing. Why is quitter’s day so inevitable? Perhaps the novelty of a resolution has worn off, the hard work it demands has set in, and quitting feels like a greater reward than is possible through the pursuit of achievement. Overall, there are some pretty clear reasons why resolutions often fail:
· We tend to set goals that are tough to embrace because they are too ambitious or vague.
· We often jump into resolutions without thinking about how we will achieve them. Saying “I’ll eat healthier” is not as actionable as planning meals and making grocery lists.
· The burst of energy from the new year fades fast; the initial excitement doesn’t guarantee ongoing commitment.
· Life interferes. All it takes is for a sudden illness, a family emergency, or a busy period at work to interrupt, throwing best intentions off track.
· Insufficient support is in place: without someone to cheer you on (and hold you accountable) a waning of commitment is unchallenged.
Beware A Quitters’ Day Mentality in Your Workplace
We’re generally forgiving about broken personal resolutions because we’ve all been there. We understand that change is hard and, honestly, we’ve all likely let ourselves down in the pursuit of a New Year resolution. But in the workplace, things need to be different. There are formal goals, deadlines, and people relying on you. At the same time, all the reasons noted above in prediction of quitter’s day are similarly present at work. What happens should a Quitters’ Day mentality seep in and infect workplace culture? As a manager, it’s easier than you might think to unintentionally foster a culture where employees feel it’s acceptable to quit on commitments, projects, long-term goals, or each other when things become difficult. This mindset can wreak havoc on productivity, morale, and trust.
The Warning Signs of a Quitters’ Day Culture
Here’s what Quitters’ Day at work could look like, should a manager fail to maintain vigilance when attending to workplace culture.
Abandoned Projects Become The Norm
Should employees feel no real consequences for dropping a project halfway through, a Quitters’ Day culture has taken root. For example, a team may enthusiastically start an initiative—such as designing a new marketing campaign or implementing a new system—but when challenges arise, momentum fizzles out. When managers fail to follow up or hold teams accountable, they send the message that it’s okay to quit. The result? Deadlines are missed, resources are wasted, and the organization struggles to progress choosing instead to slip back into old habits.
The Power Of Low Expectations
Another red flag is present when employees treat deadlines and quality standards as suggestions rather than requirements. A Quitters’ Day culture emerges when managers accept hurried or incomplete work or tolerate excuses such as, “I just didn’t have time” or “I wasn’t feeling it.” The power of low expectations is on display in a workplace suffering from a Quitter’s Day culture. This attitude harms individual performance and drags down entire teams. Even worse, those employees who consistently deliver high-quality work may grow resentful and feel they are being suckered when they see others being let off the hook.
No One Can Be Bothered With Stretch Goals
Relatedly, employees may feel empowered to shy away from difficult or high risk assignments in workplaces with a Quitters’ Day culture. Over time, managers learn to cooperate with this strategy. Not wanting to get their hopes up about what an employee might deliver and then quit on, they instead settle for the feasible at the expense of the possible. Imagine how much value creation is left on the table when summing the contributions from so many uninspiring efforts.
Combating a Quitters’ Day Culture
Undoubtedly, leaders strongly influence whether a quitter’s day culture emerges. Here’s how to ensure your leadership actively discourages the Quitters’ Day mentality:
Make Accountability Non-Negotiable
Accountability is the antidote to quitting. When you assign a project or task, following through is essential. Regular check-ins, support when challenges arise and reinforcing the importance of completing the work on time are all critical leader responsibilities. For example, should your team struggle to meet a deadline, make that an opportunity for a discussion. Use that discussion to identify roadblocks, adjust strategies, and rebuild commitment to the goal. This approach shows employees that quitting isn’t an option, even when going is tough.
Recognize and Reward Persistence
Motivation is nurtured when employees feel their efforts are noticed and valued. Celebrate examples of persistence, such as a team that worked late to meet a deadline or the coworker who tackled a difficult task head-on. Recognition doesn’t have to be elaborate—it could be as simple as a shout-out in a public forum or an informal note of thanks. These efforts reinforce a culture where resilience is noticed and is what merits celebration.
Model the Behavior You Want to See
Teams take notice when their leader consistently follows through on commitments, tackles challenges with determination, and maintains high standards. Conversely, if you’re quick to give up on initiatives or avoid difficult conversations, you risk modeling for your employees that quitting is a part of the playbook.
Set Realistic Goals
Sometimes, employees quit because the goals they’re working toward feel impossible. You may want to pursue the big, hairy, audacious goal that was popularized some thirty years ago, but just as an implausible New Year’s goal is actually demotivating, so is an ask of employees that they quickly see as improbable. To avoid creating a Quitters’ Day culture, ensure that projects are achievable and that employees have the necessary resources to succeed. To keep motivation strong, break their large initiatives into smaller, manageable milestones that create opportunities to celebrate progress.
Take Quitters Day Off the Calendar
Your workplace cannot afford to tolerate a Quitters’ Day mentality. Imagine what would happen if every team member felt empowered to abandon their tasks at the first sign of difficulty. Deadlines would go unmet, relationships with clients and stakeholders would crumble, and the organization would lose its competitive edge. Leaders are critical in shaping the persistence, resilience, and accountability culture that drives organizational progress. By recognizing the early signs of a Quitters’ Day culture and taking steps to prevent it from developing, you ensure that your team pushes through challenges and delivers results. Quitting on job duties must not be made easy. When it is, quitting becomes as irresistible a temptation as junk food. And persistence of effort is overmatched when the culture offers a deterrent like that a cold and rainy day presents to someone who awoke with every intention of going to the gym.