Quiet quitting

Quiet quitting means when employees do only what their job requires, nothing more, nothing less. They stop volunteering for extra work or initiatives but continue to meet their basic duties. In this glossary, you’ll learn what quiet quitting means, why it happens, its signs, examples, and HR strategies to prevent quiet quitting at the workplace.

What is quiet quitting?

Quiet quitting refers to when employees mentally disengage from their work without officially resigning. They complete their tasks but avoid taking on anything beyond what’s required in their job description. It’s about setting boundaries, often as a reaction to burnout, stress, or feeling undervalued.

Why it has become a trending workplace topic?

Quiet quitting became popular during the pandemic, as employees began re-evaluating their priorities. Social media platforms like TikTok brought the term into the spotlight, with workers sharing stories about burnout and lack of appreciation. It’s now a global conversation about work-life balance, employee motivation, and mental well-being.

What are the reasons for quiet quitting?

1. Feeling undervalued: Lack of recognition or appreciation from management.
   
2. Inadequate compensation: When pay doesn’t match effort or responsibility.
   
3. Limited career growth: Few learning or promotion opportunities.
   
4. Poor workplace culture: Unclear expectations or toxic environments.
   
5. Burnout: Prolonged stress and overwork lead to mental exhaustion.

Read: Quiet Burnout: How to prevent this growing health hazard?

Top 5 signs to look for in quiet quitting

1. Reduced enthusiasm: Employees no longer seem excited or proactive.
   
2. Minimum effort: They only complete what’s necessary for their role.
   
3. Avoidance of extra work: No volunteering for projects or meetings.
   
4. Limited communication: Less engagement in team discussions.
   
5. Subtle absenteeism: Increased delays or taking frequent leaves.

Quiet quitting vs actual resignation

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How quiet quitting is changing the workplace?

Quiet quitting has encouraged leaders to focus on employee engagement, mental health, and creating healthier work boundaries. Many companies are now investing in recognition programs, flexible work policies, and growth opportunities to rebuild trust and motivation among employees.

Is quiet quitting a good thing?

Quiet quitting isn’t necessarily good or bad,  it’s a reflection of how employees feel about their work and workplace culture.

From an employee’s perspective, it can be a healthy response to burnout or unrealistic expectations. Setting boundaries helps them maintain work-life balance, avoid stress, and protect mental health.

However, from an employer’s perspective, quiet quitting shows disengagement. When employees stop going beyond the bare minimum, productivity drops, and team morale can take a hit.

In reality, quiet quitting is less about laziness and more about disconnection. It’s a wake-up call for organizations to focus on meaningful engagement, recognition, and communication.

Quiet quitting examples

• An employee stops staying late or joining after-hours calls.
  
• A team member avoids optional meetings and brainstorming sessions.
  
• An individual does their tasks efficiently but no longer shows initiative for new projects.

How to prevent quiet quitting?

• Recognize and appreciate good work regularly.
  
• Offer fair pay and clear growth paths.
  
• Encourage open communication between managers and teams.
  
• Promote work-life balance through flexible schedules and realistic workloads.
  
• Support career development through learning opportunities and mentorship.