What Is Quiet Quitting? Definition, Meaning & Workplace Impact 2025

Are you familiar with the term “quiet quitting”? It’s a growing trend in today’s work culture, where employees disengage and do only what their job requires, often due to burnout or poor work-life balance. Unlike hustle culture, it focuses on setting boundaries and prioritizing well-being. This post explores what quiet quitting is, why it happens, its impact on careers, and how employees and employers can prevent it by fostering healthier work environments.

• Understanding quiet quitting involves recognizing underlying causes and taking proactive steps to mitigate consequences.
• Strategies for quietly quitting a job include setting boundaries, prioritizing tasks, and communicating effectively.
• Employers should foster supportive work environments by actively listening to employees and resolving workplace issues.

Quiet quitting, where employees lose interest in their work and only perform the bare minimum, typically stems from dissatisfaction and an imbalance between professional and personal lives. This means doing only what is in the job description and not what is expected beyond that. Employees may resort to this due to a lack of purpose or direction in their work. However, there are several strategies to mitigate this, including:

• Setting clear expectations
• Managing workload
• Expressing needs assertively
• Using time management tools
• Practicing self-care
• Seeking help when needed

Research shows that unclear job roles, lack of recognition, and poor work conditions are common causes of quiet quitting, highlighting the importance of addressing these issues.

The repercussions of quiet resignation can significantly impact an individual’s career progression, colleagues, and employer, making it necessary to address this trend. Quiet quitters often avoid extra work and do not go the extra mile, focusing strictly on their defined responsibilities.

The global workforce’s increasing disengagement and burnout have had a direct impact on the rise of quiet quitting. In the past, this movement gained significant traction following major societal shifts, such as the lockdown period, which brought workplace dynamics and employee well-being into sharper focus. This phenomenon has arisen as employees opt to discreetly disengage from their current positions due to factors such as inadequate manager support, employee burnout, personal mental health issues, and increased workloads. Quiet quitting can take the form of a lack of enthusiasm, reduced responsiveness, or neglect of customer needs. It is a reaction to the detrimental cycle of exhaustion, disengagement, and burnout that employees encounter. 

Additionally, there has been a shift in power dynamics between employees and employers, influencing how engagement and effort levels are managed in the workplace. This shift is reshaping management strategies and employee expectations, making it necessary to address this trend. The potential cost of quiet quitting can be significant for both individuals, in terms of emotional toll and career progression, and for organizations, through decreased productivity and morale.

Potential causes for a quiet resignation could include:

• Excessive workload
• Lack of recognition
• Inadequate management
• Inadequate work-life balance

To address these root causes, organizations need to consider a solution that targets the underlying issues leading to quiet quitting.

These factors may lead to chronic underperformers in the workplace. An excessive workload can lead to burnout and frustration, resulting in employees disengaging and completing only the necessary tasks. Managers can encourage employees to set healthy boundaries to prevent burnout and promote well-being. Dismissing quiet quitting as a non-issue can have negative consequences.

Identifying quiet quitting within an organization can be difficult, as it often appears as a gradual decline in engagement. One of the most common signs is a noticeable drop in an employee’s performance, indicating they are only completing essential tasks. Other signs include:

• Decreased motivation and reluctance to contribute beyond basic responsibilities
• Withdrawing from team activities or collaboration
• Limiting communication to essential exchanges while avoiding deeper discussions

Additional indicators may include:

• Frequently arriving late or leaving early, signaling disengagement
• Behavioral changes, such as increased negativity or social withdrawal
  Avoiding non-mandatory meetings or extra initiatives
• Showing reduced enthusiasm for career growth or expressing unmet expectations

While quiet quitting refers to employees doing only the minimum required at work, quiet firing involves management subtly encouraging an employee to leave. This may occur through assigning undesirable tasks, reducing hours, or limiting advancement opportunities. Both quiet quitting and quiet firing can damage employee morale and negatively impact the overall culture of an organization.

Quiet firing often includes tactics that make the workplace unpleasant, pressuring employees to resign voluntarily. This practice can pose legal risks if it violates employee rights or fails to comply with labor laws. Leadership may also struggle to maintain a positive environment, as quiet quitting can spread negativity and disengagement throughout the workforce.

Quiet quitting can significantly impact workplace culture, affecting communication, motivation, and camaraderie. Many employees report feeling less connected to their organization’s mission and purpose, signaling a growing trend of quiet quitting. This disengagement often leads to increased gossip and blame within the workplace.

If left unaddressed, quiet quitting can result in higher turnover rates, reduced productivity, and damage to an organization’s reputation. Widespread disengagement may also contribute to unexplained declines in profits. However, some companies have used the quiet quitting trend as an opportunity to realign goals and improve employee satisfaction, recognizing the importance of making staff feel valued and supported.

Fostering an inclusive work environment helps employees feel a sense of belonging, which can mitigate quiet quitting. Regular feedback opportunities enable employees to express their needs and stay engaged. Additionally, establishing workplace traditions can strengthen team spirit and give employees something to look forward to.

Addressing quiet quitting requires proactive strategies from managers. One of the most effective approaches is increasing manager engagement, as 57% of quiet quitters attribute their work ethic to their manager, who often puts in extra effort and energy.

Managers should also focus on creating a sense of purpose and recognizing and rewarding effort to keep employees engaged and motivated.

Reskilling managers is crucial, as it helps them better understand stress and burnout. Regular check-ins allow managers to maintain strong connections with their teams and address concerns promptly. During one-on-one meetings, managers should discuss workload, career goals, and key takeaways.

Improving communication, addressing work obstacles, and fostering an inclusive culture can also help combat employee disengagement.

Organizing regular discussions about the company’s mission helps employees see how their roles contribute to broader goals. Aligning job roles with organizational objectives is essential for fostering a sense of purpose among employees. This alignment strengthens motivation and overall engagement in the workplace.

Lack of recognition can contribute to quiet quitting. Simple gestures, such as saying “thank you,” can have a powerful impact on employee motivation. Recognition can take many forms, including:

• Simple acknowledgments such as saying “thank you”
• Public recognition to boost morale
• Financial rewards (though not always necessary)

These methods help improve motivation and reduce quiet quitting. Fair and equitable pay also serves as a vital motivator for both high performers and those who may be quietly disengaged.

Promoting work-life balance is essential to reducing instances of quiet quitting in the workplace. Employers can take the following actions to support this:

• Offer flexible work arrangements to help employees better manage their personal and professional responsibilities.
• Encourage the use of paid time off and vacation policies to enhance well-being.
• Implement ergonomic workspaces to reduce physical strain and increase comfort.
• Provide incentives for participating in wellness programs to motivate employees to prioritize their health and physical well-being.

HR teams should also implement initiatives that promote employee wellness, such as flexible schedules and mental health days.

HR professionals play a crucial role in preventing quiet quitting by fostering open communication and addressing employee concerns. Employers can take the following actions:

• Provide training programs and mentorship opportunities.
• Create clear pathways for career advancement to help keep employees engaged.
• Conduct stay interviews to gather information about existing employee problems and develop plans to improve their work experience.

Organizations that actively seek employee feedback through surveys or discussions can uncover the reasons behind disengagement, allowing them to implement targeted improvements. Mental health initiatives should include resources like employee assistance programs and stress management practices to support overall employee well-being. HR professionals play a crucial role in preventing quiet quitting by fostering open communication and addressing employee concerns. Employers can take the following actions:

• Provide training programs and mentorship opportunities.
• Create clear pathways for career advancement to keep employees engaged.
• Conduct stay interviews to identify existing employee concerns and develop plans to improve their work experience.

Organizations that actively seek employee feedback through surveys or discussions can uncover the reasons behind disengagement, allowing them to implement targeted improvements. Mental health initiatives should include resources such as employee assistance programs and stress management practices to support overall well-being.

In conclusion, quiet quitting is a growing trend that highlights the need for better work-life balance and a healthier workplace. By recognizing the signs, understanding the underlying causes, and implementing strategies to address them, organizations can foster a more engaged and motivated workforce. Creating a supportive environment where employees feel valued and connected to their work can significantly reduce instances of quiet quitting and increase overall productivity.