What is quiet quitting and how does it affect employee engagement?

What is quiet quitting?

Quiet quitting refers to the phenomenon where employees disengage from their work and organisation without overtly expressing their dissatisfaction or intentions to leave.

Unlike a traditional resignation or outward signs of discontent, quiet quitting is often shown through subtle behaviours and attitudes that signal a decline in motivation and commitment.

Individuals who are quiet quitting may still physically show up to work, but their level of engagement and enthusiasm diminishes. They may become less proactive, contribute less to meetings, and demonstrate a lack of interest in their tasks. And while it’s not totally apparent, this gradual withdrawal can have profoundly negative effects on overall workplace productivity, morale, and employee engagement.

How did quiet quitting start?

The term quiet quitting was coined in 2022 by career coach Bryan Creely when he released this video on TikTok explaining his theory and the factors he believes contributed to the movement.

Following the release of his viral video, millions of working people around the world resonated with Bryan’s thoughts and views – sparking new conversations about the increasing demands of workplaces and prompting the term to become a household phrase and a whole new concern for HR teams.

Is quiet quitting real, or just a trend?

We would argue that quiet quitting is not just a trend, and in fact something HR teams need to recognise and address head-on with employee engagement strategies.

Whether you label it quiet quitting, disengagement, or employee dissatisfaction it doesn’t really matter – at the end of the day quiet quitting has emerged as a response to deeper workplace issues. It is a sign of dissatisfaction with factors such as a lack of recognition, limited career growth, or unfavourable work environments.

And it is for these reasons it is crucial for employers to be attentive and address these concerns proactively.

Is quiet quitting the same as disengagement?

Quiet quitting and disengagement are related concepts, however we would suggest they are not precisely the same.

Quiet quitting refers specifically to a form of disengagement where employees subtly withdraw from their work without overtly expressing their dissatisfaction or intentions to leave. It’s a more nuanced and discreet form of disengagement.

Disengagement, on the other hand, is a broader term encompassing various levels of detachment or lack of involvement in one’s work. It can manifest in overt ways, such as reduced productivity, absenteeism, or open expressions of dissatisfaction, as well as in more subtle ways, as seen in quiet quitting.

What are the leading causes of quiet quitting?

• Lack of recognition: Employees may quietly quit when their contributions go unnoticed or unrewarded. A lack of acknowledgment can lead to feelings of unappreciation and diminished motivation. Stribe’s recognition tool to is built to make giving gratitude easy.
• Limited career growth: A perceived stagnation in career advancement can contribute to quiet quitting. Employees may disengage if they feel their professional development is hindered.
• An unhealthy work environment: A toxic or unsupportive workplace culture will almost certainly drive employees to quietly quit. This includes issues like poor leadership, lack of teamwork, or bullying. Stribe’s anonymous messenger tool helps your employees speak up.
• Inadequate work-life balance: When employees feel overwhelmed with excessive work demands and lack the balance needed for personal life, they may disengage quietly to cope. Learn how to improve employee work-life balance.
• Unclear or unrealistic expectations: Employees may quietly quit when expectations regarding their roles, responsibilities, or performance standards are unclear or inconsistent. 

• Lack of two-way feedback and communication: Insufficient feedback and communication from leaders and managers can leave employees feeling disconnected and uncertain about their performance.And similarly, without giving employees avenues to provide feedback for improvement, you will miss out on the opportunity to improve the workplace in collaboration with employee thoughts and feelings. Read how to improve engagement with pulse surveys.

How is quiet quitting linked to employee engagement?

Considering the above points – it’s easy to see the relationship between quiet quitting and employee engagement.

For HR professionals, quiet quitting serves as an important early indicator of potential issues within the workplace. Recognising quiet quitting is essential as it not only impacts individual job satisfaction but also influences wider team morale and productivity. Addressing the root causes is crucial for retaining talent and preventing long-term challenges.

How to prevent quiet quitting and create a happier workforce

Now that we’ve covered the meaning of quiet quitting, how the phenomenon started, and the causes – we can look towards how to combat and prevent quiet quitting with tangible strategies and plans.

• Build a genuine recognition program: Implement a structured feedback system and recognise employees for their contributions. Regular acknowledgment is proven to nurture a sense of value and appreciation.
• Create professional development opportunities: Offer clear paths for career growth and skill development. When employees see opportunities for advancement, they are more likely to stay engaged. These could include training programs, mentorship opportunities, or a formal career progression framework.
• Offer flexible work arrangements: Allow for flexibility in work schedules or remote work options. Providing a healthy work-life balance is crucial for preventing burnout and disengagement.
• Encourage regular feedback and communication: Maintain open lines of communication between employees and management. Actively seek feedback with anonymous surveys, address concerns with action, and keep employees informed about organisational changes so they can feel a part of achievements and developments.
• Take employee wellbeing seriously: Prioritise employee wellbeing by offering wellness programs and mental health support. A focus on holistic health contributes to overall job satisfaction.

At Stribe, we makes teams happier. It’s that simple. If you’d like to learn more about our survey software and suite of clever tools and tricks we’d love to chat.

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