I also took note of quiet quitting... I view it not as annoying at all... having been associated with teams where people simply did not perform. A different problem, to be sure... but it is the nasty side of not really having a full trust relationship with those with whom work is conducted.

The very negative side of such is that employers will seek out every little thing to automate and will do it simply to shed what they perceive to be dead wood. In some cases, maybe automation should absolutely be done. BUT in many other areas, it should not ... if change is more a constant than an exception, automation simply automates yesterday's stuff or a one-size-fits-all (not personalized) thing in an age we need/want personalization to. hyper level.

But Trust is a big deal. Without it, I'd see more of a workforce segmentation ... there are core (that are trusted), and there are elastic resources where mercenaries do their specialty thing and core may be upskilled, and then, like mercenaries do, they go elsewhere to get more of whatever they seek...