The Subtle Art of Quiet Quitting

In today’s workplace, you may have heard the buzzword “Quiet Quitting.”

It’s been circulating in conversations about work culture, employee satisfaction, and mental health, but what does it mean?

“Quiet Quitting” isn’t about physically quitting your job; it’s about mentally and emotionally disengaging from it while still being present.

It’s a subtle form of protest where employees, feeling undervalued, overwhelmed, or unmotivated, decide to do the bare minimum required to stay employed.

It’s as if they’re saying, “I’ll stay, but don’t expect me to go the extra mile.”

Employees are physically present but mentally checked out. They’re doing the job on paper but not really participating at the level they could be.

This phenomenon raises an important question: Why are so many employees adopting this mindset? Is it a reflection of laziness, a cry for help, or an indictment of today’s work culture?

What Is Quiet Quitting?

“Quiet Quitting” refers to employees doing the absolute minimum to get by at work without drawing attention to themselves.

They clock in, perform their core responsibilities, and clock out with little enthusiasm or engagement.

These individuals are not necessarily planning to leave their jobs anytime soon, but they’ve stopped putting in extra effort because they’ve reached a point of dissatisfaction, burnout, or simply a realisation that they’ve been giving too much without enough return.

The term exploded into mainstream conversation in 2022, mainly due to viral TikTok videos where workers discussed their decision to scale back their engagement at work.

These individuals felt overworked, underappreciated, or disconnected from their jobs and, as a result, decided to reclaim their time and mental health by doing only what was required of them and no more.

“Quiet Quitting” can manifest in various ways: employees may avoid volunteering for extra projects, stop participating in brainstorming sessions, or decline overtime work.

They’re meeting expectations, but they’re not exceeding them.

Why Do Employees Quiet Quit?

The reasons behind “Quiet Quitting” are complex and varied.

While it’s easy to assume that quiet quitters are disengaged or disinterested, the reality is often more nuanced. Here are some of the key reasons why employees might choose to “Quiet Quit”:

1. Burnout

Burnout is perhaps the most common reason for “Quiet Quitting”.

Many workers today feel the weight of increasing demands, longer hours, and high-stress levels without adequate support from their employers.

When an employee feels constantly overwhelmed, they may hit a breaking point where they decide to do only what’s necessary to protect their mental health.

Rather than quitting outright, they disengage as a coping mechanism.

The pandemic, for example, brought about massive changes in how people work, with many employees struggling to adjust to remote work or hybrid models.

With blurred boundaries between personal and professional life, some people found themselves working longer hours with no end in sight, resulting in exhaustion and disengagement.

2. Lack of Recognition or Appreciation

When employees feel undervalued or unappreciated, it’s natural for them to pull back.

Recognition is a key motivator in the workplace; when it’s absent, workers may feel that their efforts are going unnoticed. If employees feel their contributions don’t matter or are not being acknowledged, they might decide there’s no point in going the extra mile.

Why put in more effort if it’s not recognised?

3. Low Pay and Poor Benefits

Compensation is a significant factor in how engaged employees feel at work.

If workers believe they’re not being fairly compensated for the amount of work they’re doing, “Quiet Quitting” can become their way of balancing the scales.

They might think, “If I’m not going to get paid more for doing extra work, why should I do it?”

For example, a salaried employee who consistently works 60 hours a week without additional pay might stop working overtime and scale back to a strict 40-hour workweek, adhering to the terms of their contract but no longer sacrificing their time for free.

4. Lack of Career Growth Opportunities

Employees who don’t see a clear path to advancement within their organisation are more likely to disengage.

When workers feel stuck in their roles with no room for development, promotions, or new challenges, they may lose the motivation to excel. Without the promise of growth or career progression, many simply meet expectations rather than exceed them.

5. Toxic Work Environment

A toxic workplace can push even the most dedicated employee into “Quiet Quitting”.

Employees will often withdraw to protect themselves emotionally if the company culture is riddled with poor communication, favouritism, bullying, or a lack of transparency. Rather than trying to fight against a negative environment, many workers will retreat, doing only what is necessary to get by and avoid conflict.

Signs of Quiet Quitting

Recognising the signs of “Quiet Quitting” can be challenging because employees who engage in this behaviour often don’t make a big fuss; they’re just quietly disengaging.

Here are some indicators that an employee might be “Quiet Quitting”:

1. Reduced Participation: Employees who previously contributed ideas, participated in meetings or took on extra projects suddenly become passive or detached.

2. Minimal Communication: A quiet quitter might become more withdrawn, offering only brief responses in emails or during team discussions.

3. Avoiding Extra Work: An employee once eager to help with additional tasks now declines extra work or overtime assignments.

4. Sticking Rigidly to Work Hours: While there’s nothing wrong with working the hours you’re paid for, a sudden behaviour change—like leaving precisely at 5 p.m. when the person used to stay late—could signal disengagement.

5. Apathy Toward Goals: Employees may show little interest in achieving team or organisational goals and lack enthusiasm for their performance reviews or feedback sessions.

6. Lack of Innovation: Quiet quitters stop looking for ways to improve processes, introduce new ideas, or bring creative solutions to problems. They do what they’ve always done, no more, no less.

Real-World Examples of “Quiet Quitting”

Let’s explore a few practical scenarios where “Quiet Quitting” is likely happening:

1. The Overworked Accountant: Joan, a senior accountant, has worked with her firm for six years. Initially, she took on extra projects, worked late during tax season without complaint, and frequently stayed to help her team. But after years of doing so without a raise or promotion, she’s decided to pull back.

Now, she strictly works her contracted hours and avoids taking on any extra responsibilities unless explicitly asked. She’s “Quiet Quitting” because she feels her efforts are not being rewarded or appreciated.

2. The Underappreciated Teacher: Mike, a high school teacher, loves working with students, but he’s frustrated by the administration’s lack of support. His class sizes have grown, and he’s been asked to take on extracurricular activities with no additional pay.

He used to stay late to help students and plan engaging lessons, but now he leaves when the final bell rings. Mike does what’s required to ensure his students pass, but he no longer goes out of his way to offer additional support. His quiet quitting stems from burnout and a sense of underappreciation.

3. The Stagnant Sales Rep: John has been a sales representative for a tech company for five years. Despite consistently meeting his targets, he’s seen no real career advancement.

While he used to actively seek new clients and strive for bonus incentives, he’s now content with meeting the minimum sales requirements. He’s “Quiet Quitting because he doesn’t see a path for growth and feels like his hard work isn’t leading anywhere.

The Impact of “Quiet Quitting” on Organizations

“Quiet Quitting” can profoundly impact organisations, even though it may not initially be evident.

A team of quiet quitters may still meet deadlines and complete projects, but the overall morale and innovation will likely suffer. Quiet quitting can lead to reduced productivity, lower employee morale, and a lack of creativity or innovation within teams.

From an organisational perspective, the key problem is that quiet quitters often go unnoticed for too long.

Their disengagement is subtle, but it contributes to a stagnant workplace culture over time.

If a company doesn’t address the root causes of quiet quitting—such as burnout, lack of recognition, or poor compensation—it risks losing not just the quiet quitters but also other employees who become frustrated by the lack of change.

Addressing “Quiet Quitting”: What Employers Can Do

The good news is that “Quiet Quitting” isn’t inevitable. Employers can prevent it by fostering a more supportive and engaging work environment. Here are a few strategies:

1. Recognise and Reward Employees: Employees need to feel that their efforts are recognised and appreciated. Simple gestures like thank-you notes, public recognition, or performance bonuses can go a long way in keeping employees engaged.

2. Promote Work-Life Balance: Avoid overburdening employees with excessive workloads and encourage them to take breaks and time off. A healthy work-life balance can prevent burnout and keep employees motivated.

3. Provide Clear Career Growth Opportunities: Employees are more likely to stay engaged if they see opportunities for advancement. Regularly communicate potential career paths and provide access to training or development programs.

4. Address Toxic Work Cultures: Leadership must be proactive in identifying and resolving workplace issues, such as poor communication, micromanagement, or a lack of support. A positive, inclusive workplace culture can prevent quiet quitting.

Conclusion

“Quiet Quitting” is a silent yet significant phenomenon highlighting deeper workplace culture issues.

It’s not about laziness or a lack of ambition but rather a response to burnout, feeling undervalued, or lacking growth opportunities.

While the idea of presenteeism (being physically present but mentally checked out) has been around for some time, quiet quitting illuminates the emotional toll that overwork, underappreciation, and stagnant career paths can take on employees.

Organisations that ignore quiet quitting risk fostering a disengaged workforce, which can lead to reduced innovation and productivity.

The solution lies in open communication, fair compensation, and a commitment to addressing the root causes of disengagement.

“Quiet Quitting” isn’t an employee problem; it’s a call to action for leaders to re-evaluate how they treat and support their teams in a modern, fast-paced work environment.

Until next time, what are you doing to address “Quiet Quitting” in your organisation?

Dion Le Roux

References

1. Garton, E. (2017). “Employee Burnout is a Problem with the Company, Not the Person.” Harvard Business Review.

2. Kaufman, D. (2022). “What is Quiet Quitting, and Why Should Employers Care?” Forbes.

3. Knight, R. (2022). “How to Tell if an Employee Is Quiet Quitting and What You Can Do About It.” Harvard Business Review.

4. Moss, J. (2022). “The Truth About Quiet Quitting: Burnout Is the Cause, Not the Cure.” The Washington Post.

5. Peterson, M. (2022). “Quiet Quitting: Why Some Workers Are Opting Out of Hustle Culture.” The New York Times.