Quiet Quitting
Short Answer
Imagine employees stealthily trimming their sails—quiet quitting is when staff do exactly what’s asked, no more, no less, silently disengaging rather than overtly resigning.
What is Quiet Quitting?
Quiet quitting isn’t about walking out the door; it’s about mentally checking out. Employees meet baseline duties without volunteering extra hours or going beyond their job description. The phenomenon reflects disengagement more than laziness.
Common Reasons Behind Quiet Quitting
- Burnout: Chronic overload without relief drives people to protect their work-life boundary.
- Lack of recognition: When extra effort goes unnoticed, motivation fades.
- Misaligned values: Employees who don’t see purpose in their tasks dial back their commitment.
- Poor management: Micromanagement or a lack of support saps morale.
Impact on Organisations
- Productivity plateaus: Team output stagnates at “just enough.”
- Innovation stalls: No discretionary energy for creative problem-solving.
- Cultural erosion: A quiet drip of disengagement undermines team spirit.
- Turnover risk: Quiet quitters are likelier to job-hop when a better offer emerges.
How to Re-engage Quiet Quitters
- Meaningful check-ins: Weekly one-on-ones to discuss goals and concerns.
- Recognition rituals: Celebrate small wins to reinforce extra effort.
- Career path clarity: Outline growth opportunities and skill-building plans.
- Workload calibration: Ensure tasks align with capacity and interests.
Frequently Asked Questions (FAQs)
Q. Is quiet quitting insubordination?
A. No—it’s a coping mechanism rather than a direct challenge to leadership.
Q. Can managers prevent quiet quitting?
A. Yes—by fostering autonomy, acknowledging contributions, and maintaining open dialogue.
Q. How can I tell if someone’s quietly quitting?
A. Watch for sustained declines in volunteerism, ideas shared, and after-hours activity.
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