Quiet Quitting: The Growing Phenomenon. What Can Employers Do About This?

 Quiet quitting is a term that’s currently on the rise. Many people are wondering about the actual meaning of it.

Thus, the notion sparks some questions. Is it different from regular job quitting? How is it affecting the company? Is there anything employers can do to anticipate quiet quitting?

In today’s article, we’ll explain more to help you understand this phenomenon, the signs, and how to prevent this from happening in your office!


What is quiet quitting?

The terms of quiet quitting were rising amid the pandemic era. However, the concept of quiet quitting has been around for quite some time. 

A professor from the University of College London’s School of Management stated that the idea of quiet quitting had been around under different names, such as disengagement, neglect, and withdrawal. 

Even though this term has no clarity, this phenomenon is most knowingly popularized by Gen Z in social media, specifically on TikTok.

In short, quiet quitting is the act of employees who are not committing extra effort to perform the tasks in the workplace. However, it’s different with underperforming or not performing assignments at all. 

In this case, they still work on their task despite a lack of enthusiasm. Hence, they will only perform for required tasks. 

Whenever the employee has done the job, they leave home and continue the work for the next day. They will continue doing this until they finally resign from their job.


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Signs of quiet quitting and how to prevent it.

The employer must realize several signs from the employees who commit quiet quitting. The signs include:

  • Less enthusiasm towards work.
  • Less engagement with other co-workers.
  • Refrain from coming to the office early.
  • Withdrawal from office gatherings or events.
  • Attending meetings, but they are not actively participating.
  • They only do the job to meet the bare minimum requirements.

Those examples are some quiet quitting signs. Either way, it’s essential for employers to actively search for prevention solutions to anticipate quiet quitting from occurring in the office. 

Here are some suggestions to improve your employee’s satisfaction to counter prevent quite quitting:


Build Trust Between Employers And Employees

The employer’s first step is to build trust by creating a sense of purpose for their employees. For example, employers can create events such as town hall meetings to share updates on the company. 

Furthermore, employers can establish excellent communication with their employees. In this case, you should be approachable so the employees can confidently engage in conversation with you. 

You must communicate and encourage feedback from employees clearly and directly.

The conversation will lead to a better understanding of the employees and build trust in each other. 

Although the company may not accommodate all employees’ concerns, showing empathy can go a long way. 

Employees’ trust in the company can prevent them from quitting because they know the company appreciates their issues.


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Addressing Company Culture

The second step is to address your positive company culture. Showing your company’s commitment to prioritizing mental health will decrease employees’ desire to quiet quitting. 

You can incorporate mental health into your company’s strategies by implementing rules that respect boundaries between the employees’ professional and personal life.


Increase Management Quality And Engagement

Another employer’s effort is to improve engagement and management quality. 

It’s common knowledge that employees’ satisfaction affects their willingness to stay on the job. 

A company must monitor workloads, conduct performance reviews, give transparency for career progression, and reskill managers to adapt to new work arrangements.

This approach will lead to employee satisfaction improvement.


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Rewards For Achievement

While focusing on worker issues, employers should review employee achievement. Employees’ recognition for significant contributions may affect their retention and prevent them from quiet quitting. 

Employers should adequately compensate the workers for their workloads. Additionally, the company must pay more if they ask the employee to work overtime.

Moreover, the company can give bonuses or promotions to employees with great progression and achievements.


In conclusion, quiet quitting is a growing phenomenon among fellow employees. They tend to slowly quit their job by giving minimum effort towards their tasks.

Several signs appear from an employee that commits quiet quitting. For example, the employee displays a lack of enthusiasm toward work and withdrawal from office gatherings. 

They also refuse to come early or leave work late and don’t actively participate in meetings.

However, employers can anticipate this trend by building trust with the employees, addressing company culture and management quality, and giving rewards for achievements.

Implementing those approaches in your company can increase employees’ satisfaction and help prevent the wave of quiet quitting in your office!

Find out more about HR tips by reading our articles here!

AUTHOR: Sibil Aina
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