Quiet Quitting: The Good, The Bad, and How to Manage It

Managers and leaders, have you been keeping up with the viral management topics all over the web? If so, then you are probably already familiar with quiet quitting. From being a trending buzzword hitting the internet in 2022, quiet quitting has become one of the most widely discussed HR subjects, particularly on platforms such as LinkedIn, Twitter, and even TikTok. 

If you are looking for resources that could help you understand quiet quitting on a deeper level, you’re in the right place. In today’s blog post, we will be analyzing quiet quitting and weighing its positive and negative characteristics. We’ll also share the best practices to manage quiet quitting in the workplace. 

What Is Quiet Quitting?

Quiet quitting is a corporate phenomenon when employees only put in minimum or just enough effort to fulfill their roles and keep their positions. This means that they wouldn’t go above and beyond for the company and only provide what is expected from them. Some of the common reasons why employees become quiet quitters are lack of career growth opportunities, burnout, and loss of purpose or direction. 

According to the Los Angeles Times, the term “quiet quitting” was coined by a corporate recruiter turned career coach named Bryan Creely. Creely first used the term in a video posted on TikTok and YouTube in March 2022. The idea of quiet quitting resonated with numerous individuals, and the term became widely adopted, mainly by Gen Zers. 

Signs of Quiet Quitting in the Workplace 

It's quite common for quiet quitting to go unnoticed in the workplace, as its signs are often subtle. If you're unsure whether quiet quitting is already happening in your workplace, here are some signs to watch out for.

1. Unexplained Decrease in Profits
2. Employees not volunteering for extra work or responsibilities and leadership roles
3. Employees only speak up when directly asked to
4. No Internal Promotions, as employees do not have enough mastery or dedication to qualify 
5. Workers declining work that does not align with their job description
6. Employees isolating themselves from their coworkers and avoiding social events
7. Employees calling in sick more often than before

Is Quiet Quitting Good or Bad? 

When it comes to deciding whether quiet quitting is good or bad, perspective matters significantly. For instance, from an employee’s perspective, quiet quitting may be beneficial, especially when they are getting overwhelmed by the amount of work and want to reclaim their personal life. On the other hand, employers may find this phenomenon counterproductive. Keep reading as we weigh the positive and negative sides of quiet quitting. 

Why Quiet Quitting May Be Good 

Despite being described as a negative event, quiet quitting may have positive effects that are not often discussed. Below, we list and examine them in more detail.

1. May Help in Maintaining Healthy Boundaries and Work-Life Balance

Quiet quitting may be an effective way to establish healthy boundaries and achieve work-life balance. By avoiding outperforming or taking extra responsibilities, employees can prioritize their mental health and personal priorities while still fulfilling their duties. It may also be a good way to achieve a much-needed mental break from the hustle culture at work. 

2. May Help Employees Leave Their Jobs on Good Terms With Their Employers

Quiet quitting is commonly related to being a gentler approach to resigning from a job. Instead of leaving their job, employees who do not or can not leave their jobs yet physically turn to quiet quitting to alleviate expectations from them. This allows them to leave without any issues or disruptions in the company’s operations and maintain good relationships with their employers. 

3. May Prevent Excessive Work for Less Pay

In some workplaces, working excessively without fair compensation can sometimes be unavoidable. Employees may see this as unreasonable as they are providing their effort and time for free. As such, quiet quitting may be seen as a fitting response to prevent working for less pay. 

Why Quiet Quitting May Be Bad

Quiet quitting has its share of negative effects on both the workforce and overall business success. Below, we explore them one by one.

1. May Affect Productivity 

When employees resort to quiet quitting, their colleagues may lose trust and confidence in them. This creates an inefficient and toxic work environment, which can have a significant impact on job productivity. 

2. May Affect an Employee’s Promotion or Career Growth 

In a report, Forbes has determined the characteristics of an individual who commonly gets promoted at work. These traits include being a lifelong learner, having a positive and can-do attitude, and being driven by goals. Evidently, these traits do not often reflect quiet quitters. 

As quiet quitters do not show enthusiasm, initiative, or a willingness to go the extra mile for their jobs, they may not be considered as the best candidates for promotions or other career growth opportunities. This behavior may also damage their reputation and prevent them from landing future job opportunities in other companies or industries.

3. May Cause Employees to Fall Behind Salary and Compensation

Even if you are not a manager, it comes naturally to mind that commitment and hard work are necessary for compensation or salary increases. Much like promotion, employers typically recognize and reward those who take the initiative and show a strong devotion to their work. That being said, quiet quitters are more at risk of falling behind in salary and compensation and face financial instability. 

4. May Cause Loss of Confidence 

As quiet quitters provide only the bare minimum in their jobs, they miss opportunities for recognition and rewards. Consequently, they may start to lose morale, feel less confident in their role and possibly experience health issues. According to a report, one's lack of confidence may be linked to various health issues, including anxiety, eating disorders, social anxiety, ADHD, and even substance addiction.

Best Practices to Manage Quiet Quitting in the Workplace 

If you are noticing quiet quitting in your workplace and aiming to improve the situation, these actionable tips are worth trying out. 

1. Regularly Check the Engagement and Productivity Levels in Your Workplace 

The engagement and productivity levels in your business say a lot about your employees' commitment to the company. Hence, conducting regular engagement surveys and productivity checks is vital to determine whether employees are quiet quitting. When engagement and productivity levels are constantly dropping, you may want to look into your employees and think of ways that can help boost their satisfaction and motivation. 

To learn about how you can boost engagement, check out this blog post on how to build a culture of engagement in the workplace. 

2. Check the Feelings of Employees Toward Their Roles 

Employees may choose quiet quitting not because of the company but due to the lack of interest in their current positions and duties. To address this issue, you may want to explore other roles within the organization that may better align with an employee’s abilities and passions. By doing so, you not only improve the organizational structure of your business but also show your employees that you care about their happiness and lessen their stress. 

3. Improve Manager-Employee Relationships 

Believe it or not, research shows that 57% of employees quit their jobs because of their bosses. Even if employees are happy with their position and company, poor management can lead to feelings of resentment, which can encourage employees to leave or quiet quit. To prevent this, managers or other executives must prioritize workplace well-being and engage in open conversations with their employees. It is also crucial to examine and change management style when needed. 

4. Help Employees Find Meaning in Their Work

When employees feel like their work has no meaning or direction, more often than not, they turn to quiet quitting as a coping mechanism. As such, it is essential to provide employees with a reason to excel in their careers. One way to do this is by creating a company culture where every employee knows the importance of their role and is equally recognized and valued. 

For more tips about improving company culture, check out this post on how to build a healthy company culture.

5. Offer Rewards for Hard Work

One of the common reasons why employees turn to quiet quitting is the lack of recognition and compensation for their hard work. If you truly want to prevent quiet quitting in your workplace, you need to ensure you’re regularly recognizing and rewarding the good work of your employees. This may also help enhance engagement and productivity. According to Deloitte, employee rewards programs can increase engagement, productivity, and performance by 14%. 

Want to Determine Whether Your Employees Are Quiet Quitting? StaffConnect Can Help

StaffConnect is a business management software that provides managers and business owners with insights into employee engagement and performance. By tracking metrics such as productivity, attendance, and job satisfaction, you can identify employees who may be disengaged. Additionally, StaffConnect offers employee engagement features such as surveys and communication tools, which can help you understand employee needs and concerns more and address them more effectively.

Want to know more about StaffConnect before subscribing? We've got you. Book a complimentary demo so you can try StaffConnect’s features and tools first for free.