CONTEXT: Noticing your once high-performing employee withdrawing from team discussions and contributing less? Quiet Quitting is reshaping workplaces, causing disengagement and productivity loss. Here’s how to spot it - and stop it.
Welcome to the phenomenon of quiet quitting.
What is Quiet Quitting?
Contrary to what the name suggests, quiet quitting isn’t about employees physically leaving their jobs; rather, it refers to disengaged workers who do only the bare minimum. These employees may still show up and complete their tasks, but they’ve mentally checked out. There’s no enthusiasm, no extra effort, and no initiative. They don’t speak up during meetings, won’t voice concerns, and if they recognize an opportunity for the company, they’re likely to keep their bright, innovative ideas to themselves. In essence, they’ve 'quit' the idea of going above and beyond.
A Gallup study revealed that only 32% of U.S. employees feel engaged at work, meaning nearly ~7 in ~10 workers might be quietly quitting. In Canada, engagement numbers aren't much better, with only ~27% of employees reporting they feel connected to their workplace. These disengaged employees may still be physically present, but the passion that once drove their performance has diminished, impacting productivity, innovation, and overall team morale.
Why Does Quiet Quitting Happen?
Quiet quitting often stems from unresolved workplace issues. Here are some of the primary reasons employees mentally check out:
Ineffective Leadership: Leadership matters, and the individuals you place in leadership roles are instrumental to the success and longevity of your organization. You need impactful leaders - those who inspire, motivate, and challenge their teams to redefine success. Effective leaders actively engage with their teams, provide meaningful recognition, and foster a culture of growth and collaboration. Ineffective leadership can undermine team morale, causing even your top performers to disengage, which inevitably affects the organization’s bottom line.
Burnout: Overworked employees are prone to burnout. Once burnout sets in, they may become frustrated and unmotivated, especially if their hard work isn’t celebrated or recognized. When this happens, their focus shifts from growth and contribution to simply getting through the workday. And, this is why employee recognition and development are essential. Equally important is focusing on employees' well-being, not just the work. Take the time to understand the challenges employees face and ensure leaders are removing barriers to their success.
Lack of Career Development: Employees who feel they have no opportunities for growth or professional development may quietly withdraw, especially if they perceive no future in their current role. Regularly engaging in open, transparent conversations with employees about their aspirations, how they want to grow, and how the company will support them is essential.
Unresolved Conflict: Unaddressed issues, from microaggressions to outright favoritism, can leave employees feeling marginalized or ignored. This can result in a slow withdrawal from their full potential. Cultivate an environment where employees feel empowered and safe to speak up candidly. Ensure conflicts are addressed directly and proactively.
Inadequate Compensation or Benefits: Compensation is deeply personal and a sensitive topic. While most organizations have the best intentions to ensure employees are paid fairly and competitively, quiet quitting can occur when employees feel undercompensated for their efforts. A lack of competitive pay or benefits can lead to disengagement over time. Regular compensation reviews can help align employee compensation with industry standards.
How Can You Prevent Quiet Quitting?
If you’re noticing signs of quiet quitting at your organization, it's crucial to act before it impacts your entire team. Here are strategies that can help:
Foster a Culture of Recognition: Regular, meaningful recognition can reignite passion and motivation. Acknowledging hard work—whether through praise, team meetings, or new opportunities—can go a long way in keeping employees engaged.
Encourage Open Communication: Create an environment where employees feel comfortable (and) safe voicing concerns. Whether through regular check-ins or anonymous surveys, it’s important to actively listen and address their challenges before disengagement takes root.
Invest in Career Development: Offer opportunities for growth, whether through upskilling, cross-departmental experiences, or clear career progression paths. Employees who see a future within the organization are more likely to stay engaged.
Monitor Workload and Well-Being: Overworked employees are often the first to quietly quit. Balance workloads and ensure employees have the resources they need to manage stress and maintain a healthy work-life balance.
Align on Values: Employees need to feel that their values align with the organization’s. Ensuring clarity in your company’s mission and demonstrating a commitment to those values can strengthen this connection.
Reengaging Your Team
How can you tell if employees are on the verge of quiet quitting? Look for signs such as reduced participation in meetings, missed deadlines, lack of initiative, or a noticeable change in demeanor. Once identified, open a dialogue with the employee. Ask questions, listen actively, and work together to develop a plan to reengage.
The Bottom Line
Quiet quitting is a silent, yet powerful, indicator of deeper organizational issues. It’s often a signal of unresolved frustration, burnout, or disconnection with leadership. Companies that fail to address these issues risk losing not just productivity but the very essence of their team’s creative and innovative potential.
If your organization is struggling with declining engagement or you're noticing the signs of quiet quitting, MOR Consulting Group can help. We specialize in crafting employee engagement strategies that ensure your workforce remains inspired, motivated, and committed to the company’s success.