Silent Goodbyes: Why Quiet Quitting Poses Greater Risks than Resignation

In this blog discover why quiet quitting is a complex and multifaceted concept that goes beyond simple boundary setting or mere job dissatisfaction.

#QuietQuitting. Employees experience a disconnection and waning enthusiasm towards their work, even as they continue to fulfil their essential duties.

In July 2022, a US-based engineer caused a stir on TikTok when he introduced the concept of “quiet quitting.” This viral video featured urban montages, and in a thought-provoking voiceover, he explained that quiet quitting is not about outright leaving one’s job but rather about disengaging and no longer subscribing to the relentless hustle-culture mentality. It’s about acknowledging that work shouldn’t define one’s worth as a person.

The message quickly spread across TikTok, accompanied by trending hashtags, prompting a flood of responses from users both in agreement and facing backlash from certain media outlets. One TikToker, Hunter Ka’imi, expressed frustration and stated, “I won’t dedicate sixty-hour workweeks and sacrifice myself for a job that doesn’t value me as an individual.”

As the phenomenon gained momentum, some millennials and Gen Zs were taken aback by the sudden popularity of quiet quitting. Some believe that this disinterest in work has always been present and is a normal human trait, questioning why it’s now becoming a Gen Z trend. On the other hand, many perceive quiet quitting as merely setting boundaries between work and personal life. For others, it’s about quietly completing tasks and then going home.

However, the question remains: Is there more to quiet quitting than meets the eye? Is it simply a matter of disengaging and establishing work-life boundaries, or does it signal a broader shift in attitudes towards work and life balance?

What is quiet quitting?

Quiet quitting is a complex and multifaceted concept that goes beyond simple boundary setting or mere job dissatisfaction. It shouldn’t be dismissed as a passing fad either. Beyond the TikTok discussions, it also offers valuable insights into shifting generational attitudes and evolving perspectives on mental well-being.

A recent poll conducted by Gallup, an American advisory and analytics company, reveals that the main energy behind ‘quiet quitting’ comes from the younger generation, known as Gen Z, encompassing those born in the late 1990s and early 2000s. Quiet quitting occurs when individuals experience a psychological disengagement from work. Although physically present or logged into their computers, many of them feel directionless and unsure about the significance of their tasks. Moreover, they lack supportive connections with their coworkers, bosses, or the organisation as a whole. Additionally, there is a noticeable disconnect between managers and employees.

The survey highlights that since the COVID-19 pandemic, younger employees feel a lack of care and believe they haven’t been provided with enough growth opportunities. As a result, they are not going the extra mile beyond their basic work requirements; they simply meet what is demanded of them. This decline in enthusiasm can be attributed to unclear expectations at the workplace. On the other hand, the ‘loud quitters’ are those who express their dissatisfaction openly, evident in the form of viral TikTok videos.

The Emergence of Quiet Quitting: A Reflection of the COVID-19 Pandemic

Amidst the COVID-19 pandemic, a new term called “quiet quitting” began to gain prominence, fuelled by the profound impact the pandemic had on people’s lives and perspectives. As individuals were forced to stay confined in their homes for extended periods, unable to go to the office, they found themselves reassessing their priorities. The question arose: Had they been placing work before their own well-being all this time?

The pandemic presented a rare opportunity for introspection and a chance to step off the relentless hamster wheel of everyday life. With this pause, people took a moment to contemplate their career paths, realising that they desired more than the traditional 9 am to 5 pm grind. They sought a greater sense of purpose and fulfilment in their work.

However, as the world eventually returned to a new normal, a notable phenomenon emerged. Many individuals had mentally checked out of their daily jobs, grappling with a persistent feeling of “Is there more to life?” They found themselves experiencing apathy, demotivation, and a sense of quietly quitting in their minds, even though they were still physically present in their roles.

In essence, quiet quitting became a reflection of the transformational impact of the pandemic, as people sought to align their work with their true passions and aspirations.

Unravelling the Reasons 

Quiet quitting, as a growing trend, can be attributed to several reasons that shed light on shifting attitudes and evolving priorities in the workplace.

• Embracing Work-Life Balance: An increasing number of employees now recognise the importance of maintaining a healthy work-life balance. They are becoming more conscious of avoiding being consumed by work and are prioritising setting firmer boundaries in the workplace. Seeking a sense of equilibrium and reciprocity in their efforts plays a significant role in their decision to embrace quiet quitting.
• Financial Dissatisfaction: Financial considerations also contribute to the emergence of quiet quitting. Some employees feel undervalued, believing that their efforts and contributions are not adequately compensated. This sense of disillusionment and disengagement can lead to decreased interest in their work, eventually fuelling the quiet quitting mindset. Instances of unfair appraisals and reduced pay during challenging times have left many feeling demotivated and fatigued.
• Unacknowledged Impact of the Pandemic: The pandemic has had a profound impact on employees’ lives and work dynamics. The management’s response to the crisis, staff appraisals, and how rewards are distributed can lead to demotivation and disengagement among colleagues. Many teams, who previously gave their all, now find themselves disheartened and reduced their output of work, no longer investing as much energy as before. The lack of awareness by managers regarding these implications further fuels the quiet quitting phenomenon.
• Avoiding Confrontation: Some individuals opt for quiet quitting as they prefer not to be confrontational with their managers or the organisation when dissatisfied. Instead of openly expressing their grievances, they limit themselves to doing the bare minimum to avoid conflict

Overall, quiet quitting is a response to a combination of internal and external factors that influence how individuals perceive their work and prioritise their well-being in the ever-evolving workplace environment.

Identifying the Warning Signs 

A subtle yet pervasive phenomenon is reshaping the dynamics of the modern workplace, as employees gradually disengage and lose interest in their work while fulfilling basic responsibilities. This disengagement not only affects team morale and dynamics but also poses a threat to collective productivity.

Over time, an environment of indifference emerges, significantly impacting the overall operational efficacy of the organisation. Several warning signs can indicate when an employee is quietly quitting. Decreased productivity, diminished creativity, and a gradual erosion of work quality are some key indicators that require keen observation.

Managers and team members should be vigilant about patterns of withdrawal from team activities and conversations, as well as a slow decline in the quality of work. Additionally, increased reluctance to take on new projects and a lack of initiative in putting in extra effort may be telltale signs of quiet quitting.

As this phenomenon unfolds, a growing sense of apathy and depersonalisation becomes evident. The affected individuals lose motivation to take on additional responsibilities, which may ultimately lead to resignation or even termination, further exacerbating the impact on their well-being.

By being attentive to these signs, organisations can intervene proactively, providing necessary support, and fostering an environment that encourages open communication and employee well-being. Addressing the issue early on can help retain talent and preserve a positive team dynamic.

How to Address Quiet Quitting

To effectively tackle the issue of quiet quitting, both employees and employers can take proactive steps to foster a positive and engaged workplace environment.

1. Cultivate Individual Empowerment and Trust: Companies should recognise and cater to employees’ unique needs and aspirations, providing them with autonomy and the freedom to make decisions. Trust is crucial, and employees want to feel valued and respected for their judgments. Encouraging an environment where individuals can contribute, showcase their abilities, and receive constructive feedback is essential.
2. Foster Meaningful Communication: One-on-one meetings between managers and employees are vital for building strong relationships and understanding each other’s perspectives. These meetings provide a platform to discuss concerns, goals, and opportunities for growth.
3. Create a Culture of Employee Investment: Employers should establish a workplace culture where employees feel equally invested in the success of the business. Regular training, development, and mentorship opportunities should be provided to help employees see their personal and professional growth within the organisation.
4. Lead with Authenticity and Openness: Managers play a critical role in addressing quiet quitting. They should lead with authenticity, promoting open and honest communication with employees. Encouraging dialogue helps resolve any issues before they escalate to the point of quiet quitting.
5. Cultivate Transparency and Growth: Creating an environment of transparency and growth is crucial in nurturing employees’ commitment to the organisation and their individual well-being. Managers should learn how to have meaningful conversations to assist employees in managing burnout and promoting overall well-being.

By implementing these strategies, both employees and employers can work collaboratively to address quiet quitting and create a workplace that fosters productivity, engagement, and fulfilment.