HR Glossary  /  Quiet Quitting
Quiet Quitting6 min read
Table of Contents:

What is Quiet Quitting?

Quiet quitting is trending in workplace conversations. It’s all about changing attitudes towards work as employees focus on work-life balance. Unlike traditional quitting, where you hand in a resignation letter, quiet quitting is not about handing in a letter but about not going above and beyond in your job. This is all about the changing workforce dynamics, especially after the pandemic when priorities shifted, and many employees reevaluated their relationship with work.

Quiet quitting means employees are in their job but have mentally or emotionally checked out. Instead of leaving the company, they stop going above and beyond and only do the minimum required to meet their job description. Quiet quitting is not about being lazy or poor performance but about setting boundaries and disengaging from tasks or responsibilities outside their role.

Quiet Quitting vs Resignation

Quitting quietly, unlike traditional resignation where you formally leave a company, is a more subtle form of disengagement. Employees who quiet quit may still show up for work and do their basic tasks but they don’t take on extra tasks, volunteer for new projects or show enthusiasm for growth opportunities.

Signs and Behaviors of Quiet Quitting

  • Only do what is required, and no more
  • Not participating in team activities or discussions
  • Not enthusiastic about new tasks or responsibilities
  • Not engaging with colleagues or managers
  • Productivity and output decrease over time
  • Quiet quitters still do their core job responsibilities but don’t do extra activities

Why Employees Choose Quiet Quitting

Quiet quitting has become a big issue, especially in the context of burnout, work-life balance, and employee engagement. There are several reasons why employees may choose quiet quitting over actively leaving their jobs. In many cases, they are dissatisfied or disengaged but don’t want to leave the job market altogether. Others fear financial instability, no better opportunities elsewhere or just waiting for internal improvements to happen within the company.

Work Overload, Burnout and Mental Health

Quiet quitting often comes from prolonged periods of stress or work overload. Employees who are constantly pressured to perform at high levels without recognition or reward may disengage as a form of self-preservation to get a work-life balance.

Lack of Recognition or Growth Opportunities

Employees who feel undervalued or see no clear path to growth are more likely to check out mentally. When hard work is not rewarded or recognized, it’s normal for employees to lose motivation to do more than the minimum.

Misalignment of Employee Values and Company Culture

If there’s a gap between what an employee values (e.g. work-life balance, meaningful work) and the company culture or practices, it can lead to disengagement. Quiet quitting is often a sign that the company values and the employee values are not aligned.

Poor Management or Leadership

Micromanaging, lack of support from leadership, or poor communication can all contribute to an employee’s decision to quit quit. Employees need managers who listen, provide feedback, and create a positive work environment. Poor management can also lead to ‘quiet firing’, where employers subtly encourage underperforming employees to resign by making the work environment uncomfortable.

Changes in Work-Life Balance Priorities

Especially post pandemic, many employees have redefined their approach to work and life. They prioritize flexibility, personal time and mental health more than ever. When work demands become too much, employees may pull back to get balance.

Some common signs that an employee is a quiet quitter are:

  • Reduced Enthusiasm: The employee seems disengaged or uninterested in work.
  • Declining Productivity: They are not performing at the same level as before.
  • Bare Minimum Effort: Employee only does what’s required in their job description.
  • Withdrawal from Workplace Culture: Reduced participation in social events, team activities, or even daily interactions with colleagues.
  • Increased Absenteeism: Employees take more time off or seem disengaged during meetings and discussions.

Quiet quitting, while less visible than resignation, can still have a big impact on organizations:

Economic uncertainty and job security concerns can affect employee attitude and lead to resenteeism, where employees are physically present but mentally checked out of their job.

Decreased Productivity

When employees only do the minimum, overall productivity suffers. Teams won’t meet their goals, and projects will fall behind schedule.

Negative Impact on Team Morale

Quiet quitting can spread within a team. If one person disengages, others may follow and create a ripple effect. This can lower overall team morale, making it harder for managers to create a positive collaborative environment.

Underlying Company Culture Issues

If multiple employees are quiet quitting, it may mean there are deeper issues in the company culture. Employees may not feel heard, valued, or supported, and therefore disengagement is widespread.

Long-Term Business Performance

If left unchecked quiet quitting can lead to higher turnover rates, difficulty in attracting new talent and decline in overall business performance.

Quiet quitting and burnout can have similar outcomes (disengaged employees, decreased productivity), but they are different:

  • Motivation: In quiet quitting, employees are still motivated but choose to limit their effort because of dissatisfaction or personal boundaries. Burnout is emotional exhaustion and a complete loss of motivation.
  • Type of Engagement: Quiet quitting is a conscious decision to scale back effort, burnout is an involuntary response to prolonged stress.
  • Solution: Quiet quitting requires re-engagement and addressing the underlying dissatisfaction; burnout often requires rest, recovery, and workload adjustments.

How to Address Quiet Quitting

To prevent or reverse quiet quitting, HR professionals can take proactive steps to engage employees:

  • Re-engage Disengaged Employees: HR should have regular check-ins with employees to measure their satisfaction and catch disengagement early.
  • Meaningful Feedback and Recognition: Employees need to feel their work is valued. Regular recognition, performance reviews, and feedback can keep employees motivated and engaged.
  • Career Growth Opportunities: Offer employees a clear path for advancement and personal development. This can be through training programs, mentorship or new project opportunities.
  • Supportive and Transparent Management Style: Management should have clear communication, show empathy, and actively support employees in their career goals. Open conversation can resolve issues before they turn into quiet quitting.
  • Work-Life Balance Initiatives: Offer flexible work arrangements or wellness programs to reduce the risk of burnout and quiet quitting. Employees who feel supported in balancing their personal and professional lives are more likely to stay engaged. Benefits like health insurance also play a big role in maintaining employee engagement as they provide essential support and security, especially during economic uncertainty.

Long-Term Consequences of Quiet Quitting

If left unchecked, quiet quitting can have long-term effects on the organization:

  • Higher Turnover Rates: As disengagement continues, employees will eventually leave the company and have higher turnover rates.
  • Decline in Employer Brand: Widespread quiet quitting can damage the company’s reputation and make it harder to attract top talent.
  • Constant Engagement: Continuous focus on employee engagement is required to maintain productivity and a healthy work environment.

How can I spot quiet quitting early?

Quiet quitting can be spotted through signs like reduced enthusiasm, where employees are less engaged in conversations and offer fewer ideas. Lower productivity is another sign, where employees do the bare minimum. Disengagement from team activities like avoiding meetings or social events is also a big indicator. Regular check-ins with employees where managers create space for open conversation can catch these signs early. Frequent communication can address issues before disengagement turns into quiet quitting.

How can I re-engage employees who have quiet quit?

To re-engage employees, start by offering feedback that acknowledges their current state and reassures them of their value. Offer growth opportunities through new projects or upskilling to reignite interest in their role. Also, discuss and resolve the underlying issues, like workload or workplace dynamics, that led to their disengagement. Managers should create a supportive environment that encourages open conversation and has a clear path forward.

How does company culture prevent quiet quitting?

Company culture plays a big role in preventing quiet quitting. A positive and inclusive culture where employees feel valued will keep them engaged. Regular communication from leadership and work-life balance can reduce burnout and dissatisfaction. Collaboration and recognition can make employees feel part of the team. A toxic culture with poor communication or too much pressure can cause disengagement. Building a culture that prioritizes well-being and feedback can reduce the risk of quiet quitting significantly.

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