Quiet quitting refers to employees doing only the minimum required work and not engaging beyond their basic job duties. It reflects a form of disengagement where individuals reduce discretionary effort without formally leaving their job. This behaviour often arises from burnout, lack of recognition, or the desire to maintain a better work-life balance. Understanding quiet quitting is important in HR for managing employee engagement and retention throughout the employment lifecycle.
Employees who quiet quit usually stop volunteering for extra tasks or projects. Their work quality meets basic requirements but lacks additional effort. They may also show reduced participation in meetings and workplace initiatives, signalling disengagement.
Common causes include work overload and burnout without sufficient support. Employees may feel undervalued or unrecognised by managers and peers. Many quiet quit to protect their personal time and maintain work-life balance by avoiding overtime or extra commitments.
Managers can address quiet quitting by encouraging regular check-ins to understand employee concerns. Recognition and support can boost motivation and engagement. Setting clear expectations and providing opportunities for involvement help re-engage employees.
