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Addressing "Quiet Quitting"

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April 25, 2024
CEO, Founder & Executive Coach
3 min read
Article delves into "quiet quitting" phenomenon: emotional disengagement while present at work. Offers solutions for leaders.

In the evolving landscape of the modern workplace, a subtle but pervasive phenomenon has emerged, often referred to as "quiet quitting." Unlike traditional resignations, where employees formally submit their notices, quiet quitting occurs when individuals disengage emotionally and mentally from their jobs while physically remaining present.

This phenomenon can be challenging to detect, yet it can have a detrimental impact on productivity, morale, and organizational success.

In this article, I explore quiet quitting, its causes, and how leaders and HR professionals can effectively address this challenge.

Understanding Quiet Quitting

Quiet quitting is the silent departure of employees from their roles, driven by a growing dissatisfaction with their work environment, management, or company culture. It is characterised by a decline in enthusiasm, motivation, and productivity, despite employees continuing to show up to work.

These disengaged employees may go through the motions but have effectively checked out mentally, resulting in decreased innovation, collaboration, and overall performance.

Causes of Quiet Quitting

Several factors can contribute to quiet quitting:

  1. Poor Leadership: Ineffective leadership, such as micromanagement, lack of communication, or a failure to provide recognition, can erode employees' commitment and drive them to disengage.
  2. Burnout: The modern work environment's relentless pace and constant connectivity can lead to burnout, causing employees to withdraw as a coping mechanism.
  3. Lack of Career Growth: Employees who feel stagnant in their roles with no opportunities for professional development are more likely to quit quietly.
  4. Toxic Work Culture: A toxic workplace characterised by bullying, discrimination, or harassment can lead employees to disengage for their own well-being.
  5. Personal Issues: Sometimes, personal issues like health problems, family challenges, or external stressors can contribute to quiet quitting.

Addressing Quiet Quitting in the New World of Work

  1. Foster Open Communication: Create an environment where employees feel comfortable discussing their concerns and ideas with their line managers and HR. Regular one-on-one meetings and anonymous feedback mechanisms can help address issues before they lead to disengagement.
  2. Provide Opportunities for Growth: Encourage and support employees' professional development by offering training, mentorship programs, and career advancement opportunities.
  3. Promote Work-Life Balance: Encourage a healthy work-life balance by setting clear boundaries for work hours, promoting time off, and discouraging excessive overtime.
  4. Leadership Training: Invest in leadership training to ensure managers possess the skills to inspire and engage their teams effectively.
  5. Address Toxicity: Establish a zero-tolerance policy for workplace bullying, discrimination, and harassment. Train employees and managers on how to identify and report these behaviours.
  6. Offer Employee Assistance Programs (EAPs): Provide EAPs that offer counselling and support for employees dealing with personal issues affecting their work performance.
  7. Embrace Remote Work Flexibility: In the new world of work, remote and flexible work arrangements can help prevent burnout and increase job satisfaction. Ensure that your organisation supports these options when feasible.
  8. Recognise and Reward: Acknowledge and reward employees for their contributions and achievements, fostering a culture of appreciation and recognition.


Quiet quitting is a subtle yet significant challenge that organisations must address to maintain a productive and engaged workforce in the new world of work.

Leaders and HR professionals have a crucial role in identifying the signs of quiet quitting and implementing strategies to prevent it. By fostering open communication, providing opportunities for growth, promoting a healthy work-life balance, and addressing toxic workplace behaviours, organisations can create a supportive and engaging environment that encourages employees to thrive and stay committed to their roles. Doing so can boost morale, productivity, and overall success in a rapidly changing business landscape.