Quiet quitting is when employees continue to put in the minimum amount of effort to keep their jobs, but don't go the extra mile for their employer. This might mean not speaking up in meetings, not volunteering for tasks, and refusing to work overtime. It might also result in greater absenteeism.
“Quiet quitting” is a term coined by Bryan Creely, a corporate recruiter turned into a coach. His phrase was released to TikTok and YouTube in 2022, but there's an earlier reference to the term by the economist Mark Boldger in 2009.
Quiet quitting refers to doing the minimum requirements of one's job and putting in no more time, effort, or enthusiasm than absolutely necessary. As such, it is something of a misnomer, since the worker doesn't actually leave their position and continues to collect a salary.
Quiet quitting can be a beneficial practice that allows employees and employers to improve work focus, productivity, mental health, motivation, and culture.
On one hand, quiet quitting has been described as maintaining healthy boundaries and a sustainable work-life balance—doing what you're paid for while prioritizing your mental health and personal priorities.
However, quiet quitting could be a sign that an employee is not happy in their position or is experiencing burnout. Quiet quitting is a way the employee deals with burnout to help alleviate stress. It may also mean they are ready to change positions or may be currently looking for another job.
Decreased morale: Quiet quitting can also create a negative workplace culture and make it difficult for the remaining employees to trust and rely on their colleagues. This can lead to decreased morale and productivity, which can ultimately harm the organization's success.
Higher turnover. If quiet quitting impacts morale and motivation, it may also lead to higher turnover. This is because team members who are unhappy with the situation may look for other opportunities where they can be happier and more productive.
Quiet quitting is when employees continue to put in the minimum amount of effort to keep their jobs, but don't go the extra mile for their employer. This might mean not speaking up in meetings, not volunteering for tasks, and refusing to work overtime.
Quiet quitting is passive-aggressively checking out. Quiet quitters will be the first to be let go when the labor market cools.
Quiet quitting then, is often used to cope with burnout. It has been defined in a couple of different ways — some describe it as not actively going above and beyond at work, while others see it as doing only the bare minimum to remain employed.
Quiet quitting is often discussed in the context of worker dissatisfaction, burnout, disengagement, and the trend of deprioritizing work in favor of other aspects of life. It is often used alongside other terms used in the same context, such as anti-ambition, lying flat, and the Great Resignation.
In short, quiet quitting has been popularized recently with employees that are just at a job for the paycheck and aren't really emotionally or intellectually engaged. It's about doing the bare minimum, and not going “above and beyond”.
The most effective way to address quiet quitting is to have an open and honest conversation with employees. You can take the “quiet” out of “quiet quitting,” by airing the issues out in the open. For the employee to feel comfortable enough to be honest, you should clarify that this talk is not a punishment.
“Quiet quitting” is a trendy term for what used to be called “phoning it in” or “slacking off.” Regardless of what it is called, the phenomenon is nothing new. There have always been employees who strive to do the bare minimum of work they could get away with. This phenomenon is bad for employers and employees, alike.
Seen in this context, quiet quitting does not describe laziness so much as it does a refusal to be taken advantage of in an increasingly unequal economy.
Apply for a new job or transfer to another position at your workplace. Ask your manager for hybrid work where you can work at home part of the time or remote work if you want to work from home full-time. Actively quit and pursue a job with a different workplace culture.
When passionate employees become quiet, according to Tim McClure, it usually sends a signal that the work environment has become very dysfunctional. Suspicion and insecurity clouds the culture and employees retreat into self-protection behavior patterns to protect themselves from the forces within the company.
It describes workers who aren't leaving their jobs but are quitting the notion of going above and beyond for their companies when they are not experiencing the same effort in return. In short, quiet quitting is the natural response to toxic workplaces and low incentives.
Although there's still a positive correlation, it's worth noting there's a growing gap between productivity and compensation. All this to say, quiet quitting could be a silent killer not only for workers' current and future wages, but for overall company profits and the prosperity of the economy.
Decreased morale: Quiet quitting can also create a negative workplace culture and make it difficult for the remaining employees to trust and rely on their colleagues. This can lead to decreased morale and productivity, which can ultimately harm the organization's success.
Higher turnover. If quiet quitting impacts morale and motivation, it may also lead to higher turnover. This is because team members who are unhappy with the situation may look for other opportunities where they can be happier and more productive.
An increase in sick time or paid time off (PTO)
Remember, part of quiet quitting is protecting their mental and emotional health, and taking time off to relax and rejuvenate could be a sign they're doing just that. Employees may not care that there's a tight deadline they need won't meet because they'll be on vacation.