Quiet quitting does not mean leaving the job but fulfilling basic responsibilities without taking on extra tasks or committing beyond what is necessary. Additionally, it refers to doing the minimum job requirements and not spending time, effort, or enthusiasm on functions that are not necessary. Could this be a new trend? Is this similar to the dissatisfaction employees feel?
According to a June 2022 survey of employees aged 18 and older, quiet quitters make up 50% of the workforce—perhaps even more. In Gallup’s State of the Global Workplace Report 2023, 59% of employees are quietly quitting. If these numbers are accurate, then a large portion of employees are dissatisfied with their jobs in one way or another.
Reasons Behind Quiet Quitting
1️⃣ Excessive workload without recognition – Many people work harder without receiving financial compensation or recognition.
2️⃣ Work-life imbalance – The «always available» culture affects mental health and overall well-being.
3️⃣ Lack of motivation or career growth – When employees feel they have no development opportunities, they may lose interest.
4️⃣ .Distrust in the company or poor management – Leaders who do not value their teams can create demotivation and disengagement. Some managers may have aggressive leadership styles.
5️⃣ Seeking greater well-being and stability – Some people prioritize their mental health over career success.
Is Quiet Quitting Really a Trend?
Many argue that it is not a trend. Years of daily work pressure can lead to high stress levels and even burnout. Burnout is not a new concept—it reaches a point where employees experience physical illnesses (such as migraines or high blood pressure) and mental health issues (such as depression and anxiety). Burnout syndrome affects both personal and professional life.
What Can We Do?
The entire workforce community must be involved. Employees need to be more aware of what is most important to them and their personal and professional needs. On the other hand, management and organizational leaders must gain a better and deeper understanding of the root causes of quiet quitting. For example:
✔️ Redefine employees’ primary tasks – Job roles may have evolved since the person was hired. Along with this, evaluating salary and job titles can help better define the position.
✔️ Actively listen to employees – Leaders should create an environment where employees feel comfortable speaking up, knowing the organization cares about them and that management will listen and work to address their needs.
✔️ Explore employees’ strengths and motivate them – Assign projects that allow them to shine. Recognize and appreciate employees.
✔️ Set clear boundaries without compromising work quality.
✔️ Prioritize mental health and work-life balance.
Organizations and leaders should view quiet quitting as an opportunity to improve workplace culture and job satisfaction. Have you ever felt burned out at work or wanted to run away from it all? If so, consider reaching out to a mental health professional or your agency’s Employee Assistance Program (EAP). We are here to help.
