Understanding “Quiet Quitting” in the Workplace
“Quiet quitting” is a term used to describe employees who meet the basic requirements of their role but disengage from additional, discretionary effort. It does not refer to formal resignations but to a withdrawal of emotional and mental investment in work. This behavior has been linked to lower productivity, reduced collaboration, and diminished morale within organizations (Gallup, 2023).
The concept gained attention as surveys and workplace studies began to show a significant proportion of employees reporting low engagement. Gallup’s State of the Global Workplace 2023 report found that only 23% of employees worldwide were engaged at work, with the remainder either not engaged or actively disengaged. This disengagement can have measurable effects on organizational performance, including higher absenteeism and lower customer satisfaction (Gallup, 2023).
Causes of “Quiet Quitting”
Perceived Lack of Recognition
One of the most frequently cited causes is the perception that effort goes unnoticed. Employees who consistently meet or exceed expectations without acknowledgment may begin to question the value of going beyond their job description. Research from the Society for Human Resource Management (SHRM) indicates that recognition is a key driver of engagement, and its absence can contribute to withdrawal from extra-role behaviors (SHRM, 2022).
Burnout and Workload Pressure
Extended periods of high workload without adequate recovery time can lead to burnout. The World Health Organization defines burnout as a syndrome resulting from chronic workplace stress that has not been successfully managed, characterized by exhaustion, cynicism, and reduced professional efficacy (WHO, 2019). Employees experiencing burnout may reduce their effort to protect their well-being.
Limited Growth Opportunities
When career progression appears stagnant, motivation can decline. A LinkedIn Workplace Learning Report (2022) found that opportunities to learn and grow are among the top factors employees consider when deciding whether to stay with an employer. Without these opportunities, employees may disengage from tasks beyond their core responsibilities.
Lack of Purpose or Connection to Organizational Goals
Employees who do not see how their work contributes to broader organizational objectives may struggle to find meaning in their roles. Research published in the Journal of Vocational Behavior has shown that a sense of purpose is positively correlated with engagement and job satisfaction (Allan et al., 2019).
Organizational ImpactThe effects of widespread quiet quitting can extend beyond individual performance. Disengaged employees may contribute less to innovation, be less responsive to customer needs, and influence peers’ attitudes. Gallup estimates that low engagement costs the global economy $8.8 trillion annually in lost productivity (Gallup, 2023).
Strategies for Leaders to Address Disengagement
Open CommunicationRegular, structured conversations between managers and employees can help identify concerns before they lead to disengagement. These discussions should focus on workload, challenges, and career aspirations, with managers actively listening and incorporating employee input into decisions (SHRM, 2022).
Recognition and FeedbackAcknowledging contributions promptly and specifically can reinforce desired behaviors. Recognition can take various forms, from verbal appreciation to professional development opportunities. The key is ensuring that recognition is perceived as genuine and tied to actual performance (Bersin & Associates, 2021).
Support for Well-BeingProviding resources that support physical and mental health can help sustain engagement. This may include flexible scheduling, access to counseling services, and reasonable workload expectations. The American Psychological Association (APA) notes that supportive work environments are associated with higher employee commitment and lower turnover intentions (APA, 2021).
Career Development OpportunitiesOffering training, mentorship, and clear pathways for advancement can address one of the root causes of quiet quitting. Employees who see potential for growth are more likely to invest discretionary effort in their work (LinkedIn, 2022).
Aligning Roles with PurposeHelping employees understand how their work contributes to organizational goals can strengthen engagement. This alignment can be achieved through transparent communication about strategy and by connecting individual objectives to broader outcomes (Allan et al., 2019).
Sustaining Engagement
Addressing quiet quitting requires ongoing attention rather than one-time interventions. Leaders who consistently communicate, recognize contributions, support well-being, and provide growth opportunities can create conditions that reduce disengagement. While the term “quiet quitting” is relatively new in public discourse, the underlying challenge of maintaining employee engagement has been documented in organizational research for decades.
By focusing on the factors that influence motivation and satisfaction, organizations can mitigate the effects of disengagement and maintain steady performance. The process involves both structural changes—such as workload management and career development—and cultural shifts toward recognition, inclusion, and purpose.
