Skip to content

The Silent Epidemic of Quiet Quitting: Is it a Trend?

  • Have you ever worked with colleagues who seemed to have lost enthusiasm for their work? 
  • Or maybe noticed that someone was not putting in the same effort as they used to? 

You may not be aware, but you could have been witnessing a “quiet quitter” in the making.

Quiet quitting is becoming an increasing problem in the workplace, especially among millennials. So what or who is a quiet quitter, and why should HR managers pay attention to this rising issue? Let’s dive in and explore this silent epidemic. 

What is Quiet Quitting? What are the major causes of employees quitting without sign or notice? How can HR managers handle employees who quit all-of-a-sudden?

What is Quiet Quitting?

Quiet quitting is a phenomenon where employees choose to remain in their current job positions but reduce their level of effort and engagement. Rather than going above and beyond their assigned duties, quiet quitters focus on meeting the bare minimum requirements. They no longer invest extra time, energy, or enthusiasm in their work. It is called “quiet quitting” because these individuals do not openly resign from their jobs but instead withdraw their commitment and dedication to the organization. This practice is often driven by a desire to alleviate unnecessary stress and maintain a healthier work-life balance. While the concept gained attention through social media in the early 2020s, there are debates about its prevalence and whether it is a genuinely new trend or a repackaging of existing worker dissatisfaction.

And who is a Quiet Quitter?

A quiet quitter is someone who comes to work every day, but no longer feels motivated by their job. They slowly lose interest and start going through the motions without really investing themselves in the task. These people can be difficult to identify since they are not necessarily vocal about wanting to leave their jobs. Instead, they tend to become passive and apathetic about their role within the company. In some cases, even those closest to them don’t realize what’s happening until it’s too late.

How can HR managers identify Quiet Quitters in their organization?

HR managers can use surveys or pulse checks with employees on a regular basis in order to get an accurate sense of how engaged everyone is feeling at work. This can help reveal potential issues before they become too big of a problem. Additionally, it’s essential for managers to stay alert and take notice if someone starts exhibiting signs of disengagement or apathy. These subtle changes can often be an indicator of a potential quiet quitter on the horizon.


Who is a Quiet Quitter? Do they look like any other employee? Are there any visible signs to tell a potential quiet quitter from a regular employee?

How can HR managers motivate and Inspire employees to stay with the company?

The best way for HRMs to motivate quiet quitters is by having open conversations about goals, needs, concerns, and expectations. They must do so on an individual level so that each person feels heard and understood by the management. Additionally, providing growth opportunities such as training programs and mentorship programs can also help boost morale among your team members. It’s also important to foster an environment where people feel appreciated and valued. A good employee recognition platform can help with this without much effort or cost implications. As an employee, when you feel your contribution is being recognized, you are more likely to love your job and company.

The Pros

A primary reason why people quit quietly is that it allows them to retain their professional relationships with their colleagues. By simply walking away without providing notice, employees can avoid awkward conversations or having to explain why they are leaving. Many quiet quitters actually tend to think that this is beneficial in more ways than one. Moreover, quiet quitting can also help employees save face in the event that their departure would reflect poorly on them. For example, if someone was fired, it could be embarrassing for them to make an announcement of it. 

Additionally, employees don’t give notice before quitting as they don’t want to get caught up in retention negotiations. They really don’t want to go through matters such as severance packages or reference letters or other HR tactics. This makes quiet quitting much more straightforward than other forms of leaving a job. Especially if an employee would rather just move on without having to jump through any hoops first. 

Quiet Quitting Pros and Cons. Is quiet quitting beneficial in any way?

The Cons

While there are some advantages to quietly resigning from a job, there are also some potential drawbacks to quietly quitting. For starters, it may be difficult for employers who find themselves short-staffed due to someone unexpectedly leaving. Especially when you don’t have an adequately trained replacement resource. Additionally, while maybe not legally binding in many countries, it’s considered poor etiquette and could damage an individual’s reputation. It could be extremely damaging for senior professionals if word gets out that they left without giving proper notice first.  

Global Stats on the Quiet Quitting Trend

A survey by WorkplaceTrends revealed that 14% of respondents had quit without giving any advance notification at least once before. 3% stated they had done so twice or more times! In addition, quit quitters included generally younger professionals aged 18-34 (44%) compared with those aged 35-54 (29%), and 55+ (17%). Furthermore, men were slightly more likely (16% vs 13%) to go down this route when resigning from jobs. 

Conclusion: Quiet Quitting Trend Needs Immediate Attention

Quiet quitting is becoming an increasingly prevalent issue in today’s workforce, especially among millennials. And it’s important for HRMs to pay attention; so they can take steps toward preventing it within their organization. By implementing regular surveys or pulse checks with employees as well as offering growth opportunities such as training programs or mentorship programs, HR managers can stay ahead of any potential issues related to employee engagement or motivation levels before it becomes too late for them or the company itself. Allowing employees to feel appreciated in addition to having open conversations about goals and expectations will go a long way towards helping keep your team members happy, engaged, inspired, and ultimately committed to staying with your company for years down the road!

Check out how you can tackle the Quiet Quitting Trend via effective communications on your Intranet. Leverage the top employee intranet to deliver results immediately.

Get Insights

Subscribe to our weekly newsletter to get more tips on effective employee engagement and communications!

Join Our Community

Join Turn On Engagement (TOE) to interact with other employee engagement and people experience professionals. Share and get new ideas!

Other posts you might enjoy

Back To Top