Quiet quitting has become a trending topic on social media platforms like LinkedIn and TikTok. It’s even been covered by mainstream news outlets like CNBC and The Wall Street Journal. But what exactly is quiet quitting, and why has it become such a phenomenon in the U.S. workforce after the pandemic?
In this article, we’re discussing quiet quitting, how it happens, and what human resources (HR) management can do to stop it.
What Is Quiet Quitting?
Quiet quitting — or soft quitting — refers to employees performing only the basic tasks outlined in their job descriptions. That means no extra effort beyond the bare minimum.
Unlike the hustle culture glorified by hashtags like #RiseAndGrind, quiet quitting represents a pushback against burnout and overwork. Employees feel like their work-life balance isn’t being respected, so they’re attempting to conserve their time and energy by doing the bare minimum at work.
Is Quiet Quitting Real?
Yes, quiet quitting is real — in fact, it’s become a growing trend in the modern labor market. Gallup research found that only about 32% of the U.S. workforce is actively engaged at work, suggesting that quiet quitting may be more widespread than initially thought.
The pandemic played a major role in shifting work-life priorities, with employees starting to reassess their well-being, personal lives, and job expectations. Without a commute and surrounded by the comforts of home, they could more easily divide their time between their professional and personal obligations.
But disengagement rose amid return-to-office mandates, layoffs, and economic uncertainty. Employees who felt like their jobs were on the line withdrew their energy from their current roles and started looking for other opportunities.
Many fully left their office jobs to pursue gig work, while others have gone into business for themselves.
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How Does Quiet Quitting Happen?
Quiet quitting doesn’t occur overnight. Instead, it often stems from prolonged job dissatisfaction, poor workplace culture, or personal struggles. Most quiet quitters refer to one (or more) of the following points when discussing their decision to lay low at work:
Burnout and Exhaustion
Employees overwhelmed by heavy workloads or unmanageable responsibilities may quietly quit to preserve their mental health. The idea is that they can reserve this mental energy for things that improve their well-being.
Burnt-out quiet quitters often use the “spoon theory” to explain their feelings. Imagine every task in a day takes a spoonful of effort to complete, and you have a limited number of spoons to use. If you use them all at work, you won’t have the spoons you need to do your laundry, make dinner, take a shower, or do anything for yourself.
Lack of Recognition
When employees feel their extra work goes unnoticed or unappreciated, motivation can dwindle. Employees may be less likely to put in the effort when they feel like they’re being taken for granted.
Poor Work-Life Balance
A constant hustle culture can push employees to their limits, making them prioritize their personal lives over their jobs. This is common in short-staffed organizations or companies with high turnover rates — those who stick around often wind up working far more than they imagined when they took the job.
Limited Career Growth
A stagnant work environment with few opportunities for advancement can encourage quiet quitting. Something to aspire to — such as a promotion or a transfer to a new office — can motivate employees.
Repetitive work with no room for growth can feel suffocating, and employees may start looking elsewhere for better opportunities.
Disconnect in Remote Work
While remote work offers flexibility, it can also create feelings of isolation and disengagement from co-workers and the larger team. That’s especially true for long-term remote workers who don’t have opportunities to physically interact with their colleagues.
Inconsistent Management
A lack of regular check-ins or clear communication from managers can result in employees feeling undervalued. Employees may quiet quit because they feel like no one notices them anyway.
How Can HR Prevent Quiet Quitting?
HR professionals play a crucial role in addressing quiet quitting by cultivating a healthy workplace culture. It starts with balancing the needs of your employees with the needs of your organization to find an acceptable common ground.
1. Promote Work-Life Balance Initiatives
You can encourage workplace well-being by offering flexible schedules, remote work options, and mental health days. Use employee feedback to implement meaningful initiatives and consider what your organization is capable of providing.
2. Conduct Regular Check-Ins
Frequent one-on-one check-ins can reveal the early signs of disengagement. These conversations allow employees to share concerns, receive feedback, and feel supported.
Ask employees how they’re doing and what they need from you — nurture their ambitions and validate their efforts. Sometimes, all an employee needs is confirmation that their efforts aren’t unnoticed.
3. Recognize and Reward Contributions
Rewarding employees when they go the extra mile doesn’t have to involve a financial incentive. Public acknowledgment, career development opportunities, and peer recognition programs can also reignite motivation.
Financial incentives can be a powerful tool when feasible, especially if your salaries are less than competitive for your industry. Additional incentives like tuition reimbursement or educational subsidies can also be valuable. Even internal promotions are worthwhile — after all, who knows your organization better than someone who’s already contributed to its success?
4. Clarify Roles and Expectations
Clearly define job descriptions and responsibilities while leaving room for growth and innovation. Miscommunication can lead to employees feeling overwhelmed by duties that aren’t technically a part of their job, and clarifying the distribution of labor ensures all members of your team have a reasonably balanced workload.
5. Start Some Traditions
Traditions bring people together by creating a sense of community — they also give everyone something to look forward to. Creating workplace traditions throughout the year can keep people excited about their jobs, even when the current project or season is stressful.
You can choose something slightly silly, like offering awards for “Best Cubicle Interior Design.” Organize a karaoke singing competition where employees who don’t want to sing can be the judge or host a cookie potluck in the break room around the holidays. All of these ideas reinforce the fact that not everything on the horizon is going to feel overwhelming.
6. Foster a Positive Work Environment
Build a supportive, inclusive, and engaging work culture where employees feel a sense of belonging. Encourage collaboration, social events, and team-building activities. After all, employees spend a significant amount of their lives with their coworkers, so regular team bonding activities can help everyone get along.
Why Does Addressing Quiet Quitting Matter?
Ignoring quiet quitting can lead to long-term performance issues, such as decreased productivity, high turnover rates, or damaged team functionality. It’s hard to keep building and growing when you’re constantly recruiting. Instead, it’s the people who stick around and remain dedicated who offer the ideas and perspectives that grow your business.
The great resignation, quiet quitting, and even the emerging trend of “quiet firing” are reminders that modern employees are seeking more than just a paycheck. Employees want purpose, balance, and recognition.
As more and more organizations adopt a proactive approach to combatting quiet quitting, employees have their eyes and ears open. They’ll always need a job, but they prefer it to add real value to their lives.
The earlier you craft a defense against quiet quitting, the more likely you are to attract and retain top talent. Don’t wait until you see the long-term consequences of a checked-out team — it’s best to act as soon as possible and address the issue head-on.
Enter a New Era of Employee Engagement
Quiet quitting is a sign that the modern workforce has redefined career expectations, leaving behind hustle culture in pursuit of better work-life integration. Employers must adapt by cultivating a supportive, engaging work environment that prioritizes well-being and recognizes contributions.
As HR professionals, it’s essential to stay attuned to shifting workplace dynamics. Implementing thoughtful strategies now can help your organization stay ahead of the quiet quitting trend and create a culture where employees are encouraged to thrive.
The best place to start building a welcoming workplace is with your company policies, and Employee Handbooks by Mosey can help you create a fully compliant one in minutes. Automatically update your policies with one-click updates as compliance laws change, and keep your workforce informed with our user-friendly portal.
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