Imagine a boat drifting away from its intended course, slowly veering off without a loud splash, but the damage is done. Quiet quitting is much like that—a subtle yet powerful shift where employees mentally disconnect from their work without formally leaving.

“Quiet quitting” is a term that has been gaining attention lately. It refers to when employees do the minimum required at work, but no more. They are not quitting their jobs, but they are also not going above and beyond. This growing phenomenon impacts workplace culture in ways that are often hard to spot until the effects are felt. Thus, understanding what quiet quitting means for your organization can help you steer your team back on track, fostering engagement and maintaining morale before the drift becomes a storm.

Understanding Quiet Quitting

Quiet quitting isn’t about actually leaving the job. It’s about employees mentally checking out. When employees are on their quiet-quitting mode, they still do their tasks, but they no longer take on extra work or go the extra mile. It often happens when employees feel disconnected, unappreciated, or overworked. Thus, instead of leaving, they do just enough to meet their responsibilities. Let’s break it down with a practical example.

The “Bare Minimum” Approach

Imagine a worker who used to stay late to help with projects or volunteer for new tasks. Over time, they start sticking strictly to their work hours, only completing assigned tasks, and no longer participating in extra activities. Are they unhappy? No, they aren’t, but they also aren’t fully engaged. This is a common example of quiet quitting.

Reasons behind Quiet Quitting

There are several reasons why quiet quitting might occur. Firstly, employees may feel overwhelmed with work and burnout. According to a Gallup study, 76% of employees experience burnout at least sometimes, with 28% reporting they feel burned out “very often” or “always” at work. Secondly, employees might not feel valued or rewarded for going above and beyond, so they stop trying. Thirdly, in some cases, employees may not feel a strong connection to the company’s goals or culture.

Burnout Is a Key Factor, According to Research

A study by Gallup found that 70% of workers who experience burnout feel less engaged at work. This disengagement is a key reason why quiet quitting happens—it’s a way for employees to protect their well-being. In addition, Gallup’s research indicates that “quiet quitters” make up at least 50% of the U.S. workforce.

How Does Quiet Quitting Affect Workplace Culture?

When many employees start quiet quitting, it creates problems. First, productivity might drop because employees are doing less. This can lead to lower morale, as those who are still engaged may feel like they are carrying the load for others. It can also affect creativity and innovation, as employees stop going the extra mile with new ideas or improvements. To make this clearer, here’s an example.

The Domino Effect

If one or two employees stop putting in extra effort, it can affect the team. Others might start to notice and feel that they don’t need to push themselves either. Over time, this can create a culture where doing the minimum is the norm, rather than striving for excellence.

How to Address Quiet Quitting?

To address quiet quitting, companies need to focus on employee engagement. Creating a supportive and inclusive work environment, offering regular feedback, and recognizing employees for their contributions can help. Leaders should encourage open communication and make sure employees feel heard and valued.

A Great Example of Recognizing Employee Effort

Companies like Salesforce are known for regularly recognizing employees for their hard work and achievements. This recognition boosts employee morale and keeps them motivated, reducing the risk of quiet quitting.

Wrap up

Quiet quitting can hurt a company’s culture and productivity. Therefore, it’s important to understand the reasons behind it and take steps to engage employees. By creating a supportive work environment, offering recognition, and preventing burnout, companies can keep their employees motivated and happy, which leads to a healthier workplace culture.