What is Naked Quitting?
Also known as naked resignation, naked quitting happens when employees mentally disengage from their jobs while still showing up and collecting a paycheck. Unlike quiet quitting, where workers set boundaries and stick to only their job descriptions, naked quitting is more visible and disruptive. It shows up in missed deadlines, lack of enthusiasm, open frustration with management, and a refusal to take on new responsibilities—all without an official resignation.
At its core, naked quitting signals a breakdown in the relationship between employer and employee. Many workers feel stuck in jobs they no longer enjoy but hesitate to leave due to financial concerns, job market instability, or a lack of viable alternatives. Instead of quitting outright, they disengage while waiting for a better opportunity to come along. In China, where naked quitting is all the more a growing workplace trend, a recent study found that 64% of respondents had naked resigned from their positions when they last changed jobs.
Why is Naked Quitting Becoming More Common?
A major shift is happening in the workplace, especially among young professionals. Many workers today, unlike older generations, value work-life balance, mental health, and job satisfaction over the traditional idea of company loyalty and financial security. When employees feel underpaid, unappreciated, or see no room for growth, they often disengage rather than actively search for new jobs.
Economic uncertainty also plays a role. In a shaky job market, quitting without a backup plan feels risky. As a result, employees choose to stay in jobs they no longer care about, doing the bare minimum while mentally checking out. The rise of remote and hybrid work has also made disengagement easier, as employees can withdraw without immediate detection.
How is Naked Quitting Different from Quiet Quitting?
Though similar, naked quitting and quiet quitting have key differences. Quiet quitting is about setting boundaries—employees fulfill their job descriptions but refuse to go above and beyond. It’s a passive response to burnout and unrealistic work expectations.
Naked quitting, on the other hand, is more aggressive and obvious. Employees openly express dissatisfaction, refuse additional work, and disengage from workplace culture. Some may even sabotage projects or voice their frustrations publicly. It’s essentially a protest without an official resignation letter.
Signs That an Employee is Naked Quitting
Managers and HR teams should watch for these telltale signs of naked quitting:
- Performance declines – Work quality drops, deadlines are missed, and mistakes become more frequent.
- Frequent absences – Employees take more sick days, arrive late, or leave early without explanation.
- Apathy and disengagement – A once-proactive employee now avoids meetings, gives minimal input, and resists collaboration or new skills development.
- Open frustration – Complaints about leadership, workload, or policies become more vocal.
- Disconnect from company culture – The employee withdraws from workplace and professional events, networking opportunities, and social interactions.
- Spreading negativity – Their disengagement affects others, lowering overall morale and productivity.
The Psychological Toll of Naked Quitting
Naked quitting isn’t just about laziness or rebellion—it often stems from deeper issues like burnout, frustration, and feeling undervalued. Employees who disengage may experience resentment, boredom, or even guilt for staying in a job they dislike. Over time, this dissatisfaction can affect their mental health, leading to stress, anxiety, or even depression.
For companies, naked quitting is equally damaging. A disengaged employee doesn’t just impact their own workload; they can bring down an entire team’s motivation and disrupt operations. If left unchecked, this can create a toxic work culture where apathy spreads like wildfire.
How Naked Quitting Hurts Businesses
When employees disengage but stay on the payroll, the negative effects ripple through the organization:
- Productivity plummets – Unmotivated employees deliver subpar work, slowing down progress.
- Team morale suffers – When one person checks out, it can drag down the entire team’s enthusiasm.
- Higher turnover risk – Other employees may follow suit, leading to mass disengagement or resignations.
- Reputation damage – A company with openly unhappy employees struggles to attract and retain top talent.
What Employers Can Do to Prevent Naked Quitting
Rather than punishing disengaged employees, companies should view naked quitting as a warning sign that something needs to change. Here’s how organizations can address the issue before it spirals:
1. Foster Honest Communication
Employees need to feel safe voicing concerns without fear of retaliation. Encouraging open dialogue through one-on-one check-ins, town halls, and anonymous surveys can help uncover the reasons behind disengagement before it escalates.
2. Offer Career Growth Opportunities
Many employees disengage because they feel stuck in a dead-end job. Organizations should provide clear career pathways, mentorship programs, and training opportunities to keep employees motivated and invested in their futures.
3. Recognize and Reward Contributions
A lack of recognition is a major driver of disengagement. Employees who feel undervalued are more likely to check out. Regular feedback, public appreciation, promotions, and financial incentives can go a long way in keeping morale high.
4. Improve Workplace Culture
A toxic work environment breeds disengagement. Companies must address workplace issues like micromanagement, favoritism, or a lack of diversity and inclusion. Creating a supportive, respectful atmosphere helps employees feel more connected and engaged.
5. Support Work-Life Balance
Burnout is one of the biggest contributors to naked quitting. Flexible work schedules, mental health resources, and reasonable workloads help employees maintain a healthy balance and stay motivated in their roles.
6. Act on Employee Feedback
If employees repeatedly voice the same concerns with no action from leadership, disengagement is inevitable. Organizations must take feedback seriously and implement real changes to address employee dissatisfaction.
Naked Quitting FAQs
How does naked quitting differ from outright job abandonment?
Naked quitting is like a slow fade in a relationship—you’re still technically there, but your heart isn’t in it. The employee shows up, does the bare minimum, avoids extra work, and might even vent their frustrations openly, but they haven’t officially quit. They’re mentally checked out, just waiting for something better to come along.
Job abandonment, on the other hand, is like ghosting. The employee just stops showing up, often without notice, leaving their employer scrambling to figure out if they’re ever coming back. It’s a hard stop, whereas naked quitting drags on until someone (usually the employer) finally decides to call it.
The difference? With naked quitting, they’re still at their desk—but they left a long time ago.
How should HR handle employees who are openly negative about the company but are still technically doing their job?
This is one of those tricky situations that can’t be solved by slapping a policy on it. If someone is showing up, doing their job, but constantly complaining, you have to ask—are they just venting, or is their negativity turning toxic?
Start with a real conversation, not a lecture. Instead of jumping in with a warning, try:
"Hey, I’ve noticed you seem frustrated lately. Want to talk about it?"
Sometimes, people just need to be heard. If their complaints are valid—maybe they feel overworked, underappreciated, or stuck—figure out if there’s something the company can do to fix it. But if they’re just bringing down the team without contributing to solutions, that’s a problem.
Set clear expectations. Make it known that while feedback is welcome, constantly trashing the company or leadership isn’t helping anyone, including them. If they refuse to shift their attitude and it starts dragging down morale, then it’s time for a formal discussion about whether this is the right place for them.
Bottom line: Criticism is fine, but it needs to be productive. Otherwise, it just poisons the culture.
How do we get employees to speak up before they mentally check out?
If employees feel like complaining will get them fired or ignored, they’ll just shut up and disengage. Then one day, you realize they’ve been mailing it in for months. The trick is catching problems early—before they stop caring.
- Ditch the corporate script – If your “open-door policy” is just a nice thing you say but no one actually feels safe using it, it’s useless. Make sure employees know they can be real with you without fear of backlash.
- Have actual check-ins—not just performance reviews – Don’t just ask, “How’s your workload?” Ask, “Are you happy with what you’re working on? What would make your job better?” People open up when they feel like someone genuinely cares.
- Give them different ways to speak up – Some people are fine having a direct conversation. Others need the safety of anonymous feedback. Provide both options, and more importantly—act on what they say. If people keep raising the same issues with no changes, they’ll stop wasting their breath.
- Train managers to be approachable – If someone’s boss is intimidating, they’re not going to admit they’re unhappy until it’s too late. Leaders need to show they can take feedback without getting defensive.
People don’t go from engaged to checked out overnight. If you listen and respond before they hit their breaking point, you can actually keep them around—and invested in their work.